Internal combination and part-time work: what is the difference. Combination and part-time: what is the difference

Combination and part-time work, what is the difference, you can learn about this from this article.

Labor law divides part-time work into 2 categories:

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Additional labor functions carried out in the middle of the working day.
Additional work is done after the end of the working day, in the employee’s personal time.

The concept of combination

Combination- this is when a person in the middle of the working day, in addition to his main duties, also performs those related to another position, based on the norms of Article 60.2 Labor Code RF.

It has characteristic properties:

A person does the main work under an employment contract.
Additional work does not entail the need to sign an employment agreement.
Additional work is performed in the same company.
A man works part-time in the middle of the working day.
Additional and main work are heterogeneous positions present in the staffing table.

If additional work is done in a position identical to the main one, there is not a combination, but an increase in the scale of work. There are no objective differences between these terms, which is clear from the provisions of Article 60.2 of the Labor Code of the Russian Federation.

Registration

The employer does not have the authority to overload an employee with extra work during the working day without his written expression of will. When combining, a combination agreement is developed that fixes the scale, period of time and amount of payment for the work. After signing this document, an order is issued from the head of the company to assign unnecessary work to the person in the middle of the working day. The data is not entered into the work book.

When combining, it is impossible to establish a probationary period for the employee. An application from an employee will not be accepted, since it was not his expression of will that initiated this event.

Cancellation of a combination agreement is permitted at any time upon the expression of the will of the employer or employee. You just need to notify the other party about this three working days in advance. The termination of the combination must be formalized by drawing up an order from the manager to complete the additional work.

These are regulated labor relations Article 60.2 of the Labor Code of the Russian Federation.

Payment for excess work done occurs according to the canons of Article 151 of the Labor Code of the Russian Federation. The payment parameters are fixed in the combination agreement and have no minimum or maximum limits; everything is determined by the scale and specifics of the work.

A citizen can apply for the calculation of “northern” additional payments and compensations due when combining work with training only at his primary place of work.

Part-time leave

A part-time employee has the right to annual paid leave, provided in parallel with leave at the main workplace. In case of a longer leave from the main job, the part-time worker can take leave without pay for the missing days.

When granting leave at the main workplace, a part-time worker has the right to count on receiving leave in advance if his experience at the “second” job is less than six months.

Personnel records for part-time workers

The initiator of the establishment of labor relations on the principle of part-time work is the employee, since he submits to the employer.

In this case, the citizen is forced to present the entire set of documents required for employment at the main place of work and named in Article 283 of the Labor Code of the Russian Federation:

Civil passport.
Document on education, if the job requires qualifications.
Document on the specifics of work at the main place of work (in some cases).
Insurance certificate of compulsory pension insurance.
Certificate of registration with the tax authority.
Military ID.

The applicant is not required to present a work record book or documents from his main place of work. However, according to his priority place of work, he can participate in labor processes, excluding combinations, therefore it is advisable to obtain information about the nature of his position and the characteristics of his work.

Enrollment in part-time work occurs after signing an employment contract. It is compiled, then the employee’s personal card is created according to the T-2 form, a separate personnel number. At the will of the employer, it is permissible for a part-time worker to introduce .

When a part-time worker is dismissed from his main job, the employer does not need to unconditionally transfer him to his main job or sign a new employment contract.

When transferring a part-time worker to the main place of work, the procedure can be documented in different ways:

Add to an existing employment contract.
Cancel the previous employment contract and sign a new one.

In the last variation, a person must submit an application to the employer requesting dismissal from a part-time job, the reason will be own desire. As an interim measure, a citizen can ask the employer to draw up a new contract at a future date, but before payment from the part-time job. This way he is guaranteed not to lose his job completely.

Dismissal with part-time employment

Employment relationships in case of part-time work are canceled in the usual manner. An employer can fire a part-time worker if he hires instead an employee for whom this position will become the main one. This possibility is provided for in Article 288 of the Labor Code of the Russian Federation.

What is more useful for an employee: combination or part-time work?

The essence of the terms combination and part-time work is too heterogeneous to compare the prospects of an employee in both cases.

Advantages of combination:

The salary level in one organization is significantly higher with the same length of the working day.
Opportunity to improve your professional level by performing the functions of a superior employee.
A chance to win over the employer, eliminating the hassle of finding a temporary worker.

Advantages of part-time work:

The salary is higher than with a combination job.
Stable position in the labor market.
Opportunity to learn another specialty.

The employer gives preference to combinations when there is a need to replace for a short or long period of time a person on maternity leave, on sick leave or on vacation. It is important that there is no need to fill out unnecessary personnel documentation; the procedure for assigning additional work to an employee is extremely simple.

Any citizen who has entered into a standard employment contract can indicate their desire to receive additional income in free time from main duties. Such work will be considered part-time work. You can choose various options cooperation and reward.

About the concept of part-time work: external and internal types

Internal combination – when additional duties are performed for the same employer with whom the original employment contract was concluded. External involves the presence of several employers. Registration official document Necessarily Anyway.

Legislation base

Chapter 44 of the Labor Code of the Russian Federation describes in detail basic rules related to part-time work. further reveals the concept of internal part-time work.

The length of the working day becomes one of the main features. For example, work other than the main position can take a maximum of 4 hours a day. On his days off at his main job, a citizen can work an additional 8 hours a day.

There are fundamental differences, although there are not many of them.

In the first option, the employer is the same, in the second – there are several of them, all different.
Internal part-time work assumes that the work book is already maintained by management at the main place. There is no separate document for external employees. If they wish, they can contribute additional information in the book at the main place of work.
If an internal part-time contract is terminated, it is converted into an external one. When only external part-time work is suspended, there are no serious consequences.
When working internally, you do not need to collect and present documents - the original employer already has them. In other cases, you cannot do without a passport and documents about higher education, to confirm the absence of harmful and hazardous conditions labor.
Internal part-time work means that one manager is also responsible for paying benefits. And the external one allows you to choose the place where exactly the funds will be paid.
The same rules as for benefits apply to sick leave.

In addition to the main contract, when internal part-time job is additional agreement . Even for the same position this type cooperation is quite acceptable. For example, teachers can give lectures on several subjects at once.

These types of cooperation are most often based on the desire that comes from the employee. And employers agree, because the work scheme is significantly simplified.

At external part-time job an employee gets a job in another organization extra work. At the same time, there are no restrictions on the number of organizations where the same person can be registered.

Who can and cannot be a part-time worker

Any citizen has the right to combine marriage, according to the Labor Code of the Russian Federation. There are exceptions for following categories:

Some categories of civil servants.
Employees whose main job involves driving vehicles, if their part-time job involves the same actions.
Citizens who have dangerous or harmful conditions at their main place of work.
Under 18 years of age.

The peculiarities of internal part-time work are that the employee already performs some duties at the enterprise. Drawing up a separate employment contract becomes mandatory.

The documents needed are the same as in the case of regular employment.

The registration procedure itself has the following sequence:

Drawing up an application.
Conclusion of an employment contract, with a mandatory note about part-time work. It is necessary to specify all other conditions that may become significant.
Making an order.

The application and order are listed below:

Additional agreement, work book, order

Add. the agreement is drawn up on the basis of the wishes expressed by the employee. This is a mandatory annex to the main agreement. If the contract is terminated, then a corresponding agreement is drawn up.

If desired, it is possible to make entries about part-time work in the work book issued for the main place.

Issuing the appropriate order is the last step. It must reflect following information:

Full name of the employer or full name if it is an individual entrepreneur.
Date of publication of the document along with its serial number.
Full name of the employee registering the part-time job.
Job title.
The division or department where the work will be carried out.
Work start and end dates.
Information regarding working hours.
Description of the probationary period along with conditions.
Personal signature of the employer.

The order contains only information that fully corresponds to the original employment contract. The employee must be familiarized with the order, with a personal signature.

About recording and duration of working hours

A part-time worker should not work more than 4 hours on normal days. Full-time work is acceptable if no duties are performed at the main place at this time. For a week, the working hours for a part-time worker are equal to maximum 20 hours. Accounting is carried out according to standard rules.

There are no special features or restrictions on payment for part-time work. If the system is time-based, then the periods of time actually worked are taken into account. The piecework option involves accounting for production. Initial conditions are always determined only by employment contract.

Some people find it standardized payment option. That is, remuneration is received for the amount of work actually completed. It doesn't matter how much time it takes to complete the task. Part-time workers also have the right to receive compensation and bonuses if they are stipulated under the Labor Code of the Russian Federation or a collective agreement at a particular enterprise.

Vacations and sick leave

Rest time at main and additional work must match each other. Leave can be granted in advance if the employee has not worked for even six months in a part-time position. Compensations for unused vacation time are transferred according to standard rules.

Moreover, any employee has the right to take leave without pay for any time.

Employers have the legal right to send part-time workers to business trip. But this is only possible when there is time not occupied by the main work. At the same time wages for the entire period of time saved.

Features of dismissal

Dismissal for part-time workers is permissible on any of the grounds provided for by current labor legislation. Eat a few main rules:

Dismissal during vacations or temporary incapacity is unacceptable.
The part-time employee must be warned if staff reductions are made.
Part-time workers can be fired if they find an employee with the necessary skills and knowledge for whom the position will become the main one.

The final calculations also assume compliance with standard rules. There should be no delay in resolving this issue.

Conclusion

When considering part-time employment, the main thing is don't forget about the regulatory side. This especially applies to the procedure for concluding an employment contract and determining its constituent points.

All regulations prescribed by the current version of the legislation must be observed. Such attention to detail will allow you to avoid controversial situations with any employees and protect the rights of both parties.

Below is a video explaining the main aspects of part-time work.

An individual, according to current labor legislation, has the right to work part-time in addition to his main job. You can work in this way either for one or for different employers. In the article we will understand how internal part-time work differs from external one, and how registration takes place.

What is part-time work

According to Article 60.1 of the Labor Code of the Russian Federation, part-time work is a work activity that an employee carries out in his free time from his main job. Internal part-time work according to the Labor Code of the Russian Federation is employment in several positions with one employer, external - with different ones. It is worth distinguishing between part-time and part-time work, when an employee does additional work at one enterprise during the main time.

Legal basis

Both internally and externally external part-time job According to the Labor Code of the Russian Federation, you cannot work more than four hours a day. Accordingly, this cannot be more than half the bet. If there are several part-time jobs, then in total they cannot take more than 20 hours a week. On the day when a day off is established at your main place of work, you can work part-time for the entire working day.

The employer must provide leave from a part-time position simultaneously with the main place of work. If an employee works at an additional job for less than 6 months, the vacation is issued to him in advance. In the case where part-time leave is shorter, the employee can receive the remaining days at his own expense.
For certain categories of specialists, part-time working conditions may be additionally regulated by Decree of the Government of the Russian Federation No. 197 of April 4, 2003.

This video will show you how to hire an internal part-time worker:

How is internal part-time work paid?

The salary of an employee working part-time is calculated in proportion to the time worked, depending on the result of work, or in another way specified in the employment contract.

If an employee works part-time in an area where increasing regional coefficients are provided, then the work is paid taking them into account.

Dismissal of an internal part-time worker

Labor relations with a part-time worker are terminated on the general terms specified in Art. 77 Labor Code of the Russian Federation. But Art. 288 states that the employment agreement can also be terminated if the position is filled by another person for whom this position will be the main one. You can read more about the procedure for dismissing a part-time worker in this article.

More information can be obtained by asking questions in the comments to the article.

In practice, internal part-time work is often confused with combination, and this leads to serious mistakes. How to prevent them, read our article.

From the article you will learn:

TOHow to register an internal part-time job with one employer

First of all, let's clarify the difference between internal part-time and combining positions. Despite the fact that these procedures are fundamentally different, they have many similar features that serve as the basis for confusing these concepts.

So, internal part-time work is additional work under a separate employment contract in the same organization where the employee already works (Article 60.1 of the Labor Code of the Russian Federation).

So, combining positions is performing additional work within the employee’s main working time (Article 60.2 of the Labor Code of the Russian Federation).

In this case, the following features must be taken into account:

To formalize the combination, an additional agreement to the employment contract is concluded, which stipulates all the conditions for combining positions;
additional labor is performed during regular hours;
the employee is paid an additional payment to the established salary for the combination, and not a separate salary;
no recording of working time spent on part-time tasks is kept.

These are the main features that distinguish part-time work from combining positions. And they must be taken into account in practical work.

You can read in detail about the features of internal part-time work .

How many positions can you combine?

In practice, when it comes to applying for additional work, the question often arises of how many positions one employee can fill.

Here's an example specific situation: A cashier in an organization combines the positions of personnel officer and secretary. Is this situation possible?

There are no violations here, provided that the relationship with the employee is properly formalized. In this situation, the cashier acts in a different position and performs. He works in one organization along with his main activity and performs additional work during the working day (part one of Article 60.2 of the Labor Code of the Russian Federation). It has been established that, taking into account the employee’s consent, he can be entrusted with additional work (part one of Article 151 of the Labor Code of the Russian Federation). Please note that such consent must be formalized in in writing. Also, the parties must jointly agree in advance on the content of such work, the timing and amount of additional payment.

Remember that the organization can cancel the order to combine positions ahead of schedule. The employee has the same right; he has the right to refuse to perform additional work ahead of schedule. It is important to warn the other party in a timely manner. According to the rules, the party that made the decision must notify the other party in writing no later than three working days in advance (part four of Article 60.2 of the Labor Code of the Russian Federation).

At the same time, the Labor Code of the Russian Federation does not contain a prohibition for the same employee to combine several positions at once (Article 60.2 of the Labor Code of the Russian Federation). Therefore, in order for a cashier to legally combine other positions, she will need to conclude an additional agreement to the employment contract. Based on this document, an order must be issued (part one of Article 60.2, part one of Article 151 of the Labor Code of the Russian Federation). In the additional agreement, we recommend specifying the period during which the employee will perform additional work. In addition, it is imperative to specify the content and scope of functions, the amount of additional payment (part three of Article 60.2, Article 151 of the Labor Code of the Russian Federation).

Internal part-time registration

Now let's move directly to the question of what is the formalization of internal part-time work.

The procedure for an organization’s actions when registering an internal part-time job is, in principle, no different from the employment procedure, but has a number of features.

If an internal part-time worker is registered, then there is no need to ask him for any additional documents or copies thereof. All necessary documents already available in the organization. The employee presented them to the personnel department when applying for the main position (Article 65 of the Labor Code of the Russian Federation).

But there is an exception to this general rule. It operates in situations where part-time work requires certain knowledge. Accordingly, the employee must confirm his competence and present a document that confirms his professional level (for example, a diploma, certificate or certificate).

An entry in the work book about additional internal part-time work is made only at the request of the employee. Automatically, the organization does not make an entry; it needs to wait for the employee’s statement that he wants to see the corresponding entry in work book and only after that proceed to registration.

So, how to properly register an internal part-time job for an employee? To do this, you need to perform a series of sequential actions.

Step 1. It is necessary to conclude another employment contract with employees. It will indicate that the work is performed on an internal part-time basis. It is also necessary to specify the working hours and other nuances.

Ask your question to the experts

It is important to consider the time limit for a part-time worker. Therefore, when thinking over the work schedule of a part-time worker, take into account the restrictions on working hours for this category (Article 284 of the Labor Code of the Russian Federation). Remember that, as a general rule, a part-time worker can work no more than four hours during the day. The restriction also applies to monthly norm.. During a month or other accounting period - no more than half of the standard working time established for the corresponding category of workers (part one of Article 284 of the Labor Code of the Russian Federation).

Please pay attention! You can set your part-time worker any working hours. The main thing is that it does not exceed the limit established by law for this category of workers

But there are exceptions here too. The above restrictions do not apply if the employee (part two of Article 284 of the Labor Code of the Russian Federation):

suspended from work. Such suspension must be caused by refusal of temporary, for a period of up to four months, transfer to another job in accordance with a medical report or due to the lack of relevant work with the main employer.

In order to correctly draw up a schedule and prevent violations, we recommend asking your part-time worker for documents confirming that the start and end of the work shift fall on days that are days off for the employee at the main place of work.

Read more about how to draw up an employment contract with a part-time worker. .

Step 2. It is necessary to issue an order for employment. The document can be drawn up in a unified form or in a form that the organization developed and approved independently.

The order also states that the job is part-time.

Order (instruction) on hiring an internal part-time worker

Read more about what internal part-time work is and how to register an employee in ours.

Methods for completing additional work

Note that most often the need for internal part-time work arises in a situation. When it is necessary to temporarily entrust the duties of an absent employee to another employee.

Practical situation

What to consider if the company employs part-time workers

The answer was prepared jointly with the editors of the magazine "

Nina KOVIAZINA answers,
Deputy Director of the Department medical education and personnel policy in healthcare of the Russian Ministry of Health

An employee in his main job was sent to advanced training courses. But this same employee works in the company as an internal part-time worker. Can he work part-time in the evening if the courses are held in daytime in the same area where the employee lives and works?

Svetlana Serova, head of HR department (Ekaterinburg)

Yes, it can. If an employee has the actual opportunity to work part-time in the evening, then the employer must provide him with such work, and the employee must perform it in accordance with the terms of the concluded contract ( At the same time, in such a situation, in addition to internal part-time work, there are other ways to formalize the execution of such work.

You can read more about which method is better to choose in ours.

We will focus on the basic principles. So, there are several ways to deal with a temporarily absent employee:

by combining positions;
internal part-time work;
temporary transfer.

Important! Additional work always requires the consent of the employee. An employer cannot unilaterally assign additional responsibilities to an employee.

The employer has the right to choose between these three options. And each organization chooses based on specific circumstances.

Which one the above methods preferable, it is impossible to answer unequivocally. It all depends on the production need for a particular job and the specifics of the company’s activities.

So, for example, when combining positions, additional work can be assigned to a manager without being released from the main job. This means that it is necessary to calculate the additional amount of work in such a way that the employee can complete it in his own time. working hours without compromising the main work.

Please note that the procedure and conditions for assigning duties to a temporarily absent employee in the order of combining positions also apply when expanding service areas or increasing the volume of work performed.

As we said above, with internal part-time work, on the contrary, additional work can only be done in free time from the main job. And this fundamental difference from other ways of formalizing relationships. If, for example, it is related to the coordination of documents with other organizations, then you need to take into account the main work mode of the manager with whom you intend to conclude employment contract about part-time work, and the operating hours of third-party organizations. But here one must always take into account that due to incompatibility in time, he will not be able to complete the required work.

If the duties of a temporarily absent employee must be performed in full and during a full working day, then in this case we recommend using the temporary transfer procedure.

Fundamentally important rule in this case, in the event of a temporary transfer to a position, the employee will be relieved of the duties of the main position, but it will remain with this employee.

It is up to the organization to decide which of these methods to choose. In this case, it is necessary to take into account the features and nuances of this or that replacement method. At the same time, we draw your attention to the fact that in the event of early removal of duties from an employee in a temporarily absent position, combining positions (compared to temporary transfer and part-time work) has a significant advantage. Because it does not require the employee’s consent. In this case, you will need to notify the employee at least three days in advance. And do not forget that such a warning must be made in writing.

A person’s desire to receive more money to satisfy his material needs is a completely natural phenomenon. To implement his plans, the employer often offers part-time work and a combination of professions and positions. Is there any difference between these concepts? Maybe these terms mean the same thing?

It turns out that such concepts as combination and part-time do not have the same meaning. What's the difference? The Russian Federation regulates these two aspects through various articles of the currently valid Labor Code. However, both of these concepts refer to a side hustle. What is the difference between combination and part-time? Let's consider this topic in more detail.

Relevance of the issue

The concept of “combination and part-time work” is well known to those who are involved in personnel selection in organizations and enterprises. The fact is that one of the primary tasks of any company in modern economic conditions is to search optimal solutions use of available labor resources. In this case, there is a need to reconcile the interests of the enterprise with the interests of the employee. One of optimal options in this case - part-time and combination. IN labor law Both concepts are enshrined in law. Such a distribution of responsibilities is beneficial not only for the employee, who ultimately has the opportunity to replenish his budget, but also for the organization itself. After all, sometimes an employee quickly copes with the amount of work assigned to him. In this regard, during the working day he has free time, which can be filled with additional duties.

With the development of market relations in our country, employment contracts for part-time or part-time work are not uncommon. People have realized the full benefits of the opportunities provided to them, and employers are saving money on wages. Such relationships are relevant not only in enterprises, but also among individual entrepreneurs.

Regulatory legislation

The Labor Code of the Russian Federation in its articles establishes the concept of “combination and part-time work”. The difference lies primarily in the fact that the definition of the first of them is in Art. 60.2, and the second - in Art. 60.1 TK.

The Labor Code of the Russian Federation explains that combination involves additional work during a shift or working day. In this case, the employee is not relieved from performing assigned basic duties. Combination is used by the employer only if such a person’s workload is economically feasible. This management decision should not affect the quality of goods produced or services provided.

Combination and part-time work - what is the difference? The second concept is a part-time job for an employee in his free time. In other words, part-time work is a completely different, not the main employment for a person. The contract for its implementation is concluded at the initiative of the employee and by agreement with the employer.

Main criteria

Part-time and combination - what is the difference between these concepts? The main criteria for the first are:

Conclusion with any number of employers;
- performing job duties both at the main place of work and at other enterprises;
- indication in the employment contract of the type of work performed (part-time).

Some legislative acts of the Russian Federation contain restrictions on such part-time work. So, 5 tbsp. 282 of the Labor Code of the Russian Federation, such activities are prohibited for persons under eighteen years of age, as well as municipal and state employees, in addition to their participation in the creative, scientific or pedagogical field. Such contracts for performing heavy and harmful work are not concluded if the main workplace has the same characteristics. Part-time work is not permitted in some other cases, which is enshrined in the Labor Code of the Russian Federation and various federal laws.

Let us now consider the second concept. What's the difference? The Labor Code of the Russian Federation helps to distinguish combination from part-time work. This document indicates that there is:

Combination itself, which is the parallel execution of work on one’s main activity and another similar one;
- expansion of the service area, when the volume of work performed by an employee within his main specialty increases;
- fulfillment of those duties that are assigned to an employee who is temporarily absent at the moment, in his own or in some other profession.

All of the above types of work are combined. Moreover, they are carried out only in the case when the employee confirmed his decision with written consent. The timing of the combination is also agreed upon in advance. In this case, the employer must also provide written consent.

When considering the concepts of “part-time and part-time work,” what is the difference in the issue of employee employment? In the first form of part-time work, a person works under a separately concluded contract in his free time. Combination means performing additional duties only during the shift. Moreover, you can give up such a load ahead of schedule. You just need to notify your manager about your decision in writing. This must be done within 3 working days.

Documentation

For the purpose of economic feasibility of performing certain works, the management of an enterprise may decide to introduce part-time and part-time practices. What is the difference in registering labor personnel in one case or another? This issue is regulated by law. So, for combination, only an order from the manager is enough. The basis for its signing must be a written assurance from the employee, which indicates the duration, scope and content of the additional duties assigned to him. This is indicated by Articles 151 and 60.1 of the Labor Code of the Russian Federation. If these rules are not followed, combination is impossible. Before starting part-time work, you should draw up an additional agreement to the employment agreement. Based on this document, an order from the employer is issued. Regarding additional entries in work book employee, then there is no need to do them.

If we compare how part-time and part-time jobs are formalized, what is the difference between these forms of part-time work? To answer this question, you should refer to Chap. 44 Labor Code of Russia. Registration of a part-time job is regulated in much more detail and stricter than a combination. What are the reasons for such increased attention to part-time work? The fact is that with such a part-time job, a person exceeds the time limit for work established by the Labor Code of the Russian Federation. That is why the employer should adhere to certain rules contained in Resolution No. 41 of June 30, 2003 of the Russian Ministry of Labor. This document concerns part-time jobs for employees of cultural institutions, teachers, doctors and pharmacists.

For HR department inspectors, the difference between part-time and part-time jobs lies in the fact that the latter of them is formalized using a separate employment contract. Moreover, this document has its own characteristics. It must indicate that the person will work for this employer on a part-time basis. If desired, a record of this can be made in the work book. One caveat. The HR inspector at his main job makes this entry.

Termination of a part-time contract is carried out by general rules. There is only one exception, which applies to the employer. He has another reason to terminate the employment relationship.

Place of work

The concept of "combination and part-time" - what is the difference between them? When combining positions or professions, the employer remains the same. In case of part-time work, the contract is concluded either with the same or with a completely different employer.

Time to work

There are main differences between part-time and part-time jobs in the Russian Federation in terms of how many hours are provided to complete a given amount of work. In the first case job responsibilities performed in free time. In this case, the employer is obliged to take into account the regulatory provisions of the Labor Code. This document stipulates that the working time of a part-time employee should not exceed 4 hours during the day. This is indicated by Art. 284 Labor Code of Russia. The employee has the right to set a different work schedule for himself. However, during the accounting period chosen by the organization (month, quarter, year), the number of hours during which the part-time worker worked should not be higher than half the standard working time established for employees of this category. For example, this could be twenty hours during a five-day week (with a working day of 8 hours). If more hours are worked, they are considered overtime. The only exceptions here can be those cases when a person does not perform his duties at the main enterprise for some time due to non-payment of wages by the employer or if he is completely removed from them for medical reasons.

In terms of execution time, part-time and combination jobs differ significantly. The main differences here lie in the fact that in the second case the employee is always given eight hours. He must use them both for work and for part-time work. At the same time, he fully fulfills not only his job responsibilities, but also those provided for an absent colleague.

Remuneration

What other nuances do part-time jobs and combinations have? The main differences in pay should also be taken into account when deciding whether to choose one form of part-time work or another. These and other conditions are stipulated in the Labor Code of the Russian Federation (Article 285 and Article 151).

For those who work part-time, wages are calculated in proportion to the time worked. In this case, all conditions stipulated in the employment contract are taken into account. If a person working part-time is hired for a position where tasks are standardized, then when calculating remuneration for work, the amount of work actually done will be taken into account. For part-time workers working in the territory where regional bonuses and salary coefficients are established, they are also taken into account.

Combined payments are calculated completely differently. In this case, its size is determined by agreement of the parties. Here the amount of additional work and its content are taken into account. It is worth considering that neither the minimum nor maximum dimensions Such additional payments are not limited by law.

Let's assume that the combination is registered for a position that has piecework wages. In this case, the employer takes into account the quantity of products manufactured by a person, as well as the prices established for them.

The time supplement is calculated in one of the following ways:
- as a percentage of the salary that the employee has at his main job;
- in hard cash equivalent;
- in an amount equal to a certain percentage of the salary of the position to be filled.

Providing leave

Combination and part-time work - what is the difference between them in this issue? They are also covered by the Labor Code of Russia (Article 286). As for those people who work part-time, they are entitled to leave only for their main work activity. Part-time workers are another matter. Here the Labor Code of the Russian Federation considers some features. Thus, a part-time worker must take paid annual leave at the same time at his main job and at his additional job. What to do if there is a discrepancy in the number of days provided for rest? In this case, the employee can ask his second employer to provide him with days at his own expense.

Compensation and guarantees

Despite having a second job, a citizen of the Russian Federation is not deprived of social benefits provided by federal legislative acts. He also retains all the required guarantees and compensation. For example, these are increasing coefficients for those who combine work with training, as well as for those who work in the regions Far North and in territories equivalent to them. Just keep in mind that such guarantees for part-time workers are provided only at their main place of work.

There are other social benefits, which are provided for by labor legislation and those currently adopted at the enterprise. These compensations are paid both in case of part-time work and in case of combination in full. This applies, for example, to sick leave and maternity leave. Employers are required to pay the payments due both at their main and additional places of work.

Probation

What else are the differences between a part-time job and a combination job? In the first case, Art. 70 of the Labor Code of the Russian Federation allows the employer to establish. The decision on this is made by the manager. If the position for which a person is being hired provides for this, the test is assigned to the part-time employee in the general manner. The employer can make such a decision even if there are doubts about the qualifications of the new employee. This point must be specified in the employment contract. As for combination, there are no probationary periods not installed.

Internal part-time job

Many citizens of our country, seeking to earn money, take additional work directly at their enterprise. If agreements are concluded and job duties are performed during non-core hours, then this type of activity is an internal part-time job. In what cases is this advisable? For example, a company needs to temporarily replace an employee who is absent for some reason. In this case, the easiest way is to agree on the performance of his duties with his own employee, whose qualifications and competence do not raise any doubts among the employer. How to apply in this case? Internal part-time and combination are suitable for this. What is the difference between these forms of extra work?

First of all, we should consider cases in which internal part-time work is possible. For example, this applies to a situation where the head of a small enterprise acts as an accountant. Of course, such internal part-time work is possible only with the permission of the body that is responsible for the activities of this company.

Often cultural workers and medical institutions, teachers and pharmacists. Those employees who have sufficient experience and high qualifications can become internal part-time workers in the same position as theirs, if there are no restrictions on it in the current legislation.

But sometimes situations arise at an enterprise when an employee works part-time. Moreover, this type of activity may either coincide with his specialty or not. What is the difference between part-time work and part-time work? In the first case additional tasks will be performed by the employee only with his written consent.

Internal part-time and combination jobs have certain benefits. What is the difference between these two types of part-time jobs for the employee and the employer? The main difference between internal part-time work and part-time work is the time it takes to complete an additional range of responsibilities. In the first case, the employee will have to work when he is not busy with his main job. This is fundamentally different from fulfilling responsibilities when combined. In this case, they are performed within the time established by law for the main work.

The differences between these types of part-time jobs also lie in their design. To employ an employee on an internal part-time basis, a package of documents is drawn up for him, the list of which is provided for by the current procedure for office work. First of all, an employment agreement is signed between the employer and employee. It stipulates all the nuances of performing additional duties and legal status employee, determined by labor legislation (rest and work schedule, rights and responsibilities of a newly hired person, safety rules, etc.).

When working part-time internal type, unlike appointing a part-time employee, you will need to make adjustments to the staffing table. It must indicate the full unit as a whole number with salary, without any division. This will allow you to avoid making amendments in the future. One unit staffing table allows for internal part-time employment of up to four employees. Their actual number is indicated in the “Note” column.

Part-time work is reflected in personal file employee, where all information about his activities at the enterprise is stored. It is not necessary to write this down in the work book. With regard to the conditions for granting leave, remuneration and the availability of guarantees and compensation, as well as dismissal, an internal part-time worker is no different from an external part-time worker (whose main activity takes place with another employer).

What are the benefits of these types of additional earnings? Combination and internal combination carry a lot of positive aspects. Such relationships have mutual benefits. The employee receives additional income, and the employer receives the amount of work completed for production purposes. In addition, a qualified employee is often hired but given a low salary. At the same time, the company saves money.

Part-time work is also beneficial for a company employee. First of all, the advantage is the opportunity to earn additional income and apply existing knowledge. In addition, internal part-time work means additional sick pay, preservation of guarantees provided by law, paid leave, and contributions to the Pension Fund.

Internal part-time work is a common practice in large enterprises. With proper use of the opportunities provided by labor legislation, both the employer and the employee receive noticeable economic benefits.