(part-time job)

________________________ "___" ________________ of the year

LLC "________" represented by the General Director __________, acting on the basis of the Charter, hereinafter referred to as the "Employer", on the one hand, and

Citizen of the Russian Federation _____________ passport series ____ No. _____, issued by ______, registered at the address: _____________________________________________________________________________, hereinafter referred to as the "Employee", on the other hand, collectively referred to as the "Parties", have concluded this agreement (hereinafter referred to as the "Agreement") as follows:

1. THE SUBJECT OF THE AGREEMENT

1.1. The Employer instructs, and the Employee assumes the performance of labor duties in the position of ________ with the Employer, for the period the main employee _____ (hereinafter referred to as the "Key Employee") is on maternity leave.

1.2. This Agreement is concluded in accordance with paragraph 2 of Part 1 of Article 59 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), and the Employee assumes the performance of the labor duties of the Main Employee exclusively for the period the Main Employee is on maternity leave, for which (the Main Employee) in accordance with labor law job is saved.

1.3. Work under this agreement is a part-time job for the Employee.

1.4. Part-time work is performed by the Employee at the place of his main job.

1.5. The performance of the Employee's labor duties under this contract is carried out under normal conditions. Labor duties of the Employee are not related to the performance of heavy work, work in areas with special climatic conditions, work with harmful, dangerous and other special working conditions.

1.6. The employee reports directly to CEO Employer.

2. TERM OF THE CONTRACT

2.1. The employee must begin to perform his labor duties from "___" _________ _________.

2.2. This contract is urgent (paragraph 2, part 1, article 59 of the Labor Code of the Russian Federation), and is valid until the day the Principal Employee enters work with the Employer, regardless of whether the Principal Employee leaves before the end of the maternity leave, or after such a vacation. This agreement shall cease to be effective from the day the Principal Employee enters work with the Employer.

3. CONDITIONS OF PAYMENT OF THE EMPLOYEE

3.1. The employee's remuneration is made in proportion to the hours worked, based on the salary established by staffing Employer for this position.

3.2. Overtime is paid for the first two hours of work. one and a half size, for the following hours - in double size. At the request of the Employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

3.3. Work on a weekend and non-working holiday is paid in the amount of a single part of the official salary for a day or hour of work in excess of the official salary, if work on a weekend or non-working holiday was carried out within monthly rate working time, and in the amount of a double part of the official salary for a day or hour of work in excess of the official salary, if the work was carried out in excess of the monthly norm of working time. At the request of the Employee, who worked on a weekend or non-working holiday, he may be given another day of rest. In this case, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not subject to payment.

3.4. Wage The Employee is paid by transfer to the Employee's bank account twice a month on the days established by the Employer's internal labor regulations.

3.5. Deductions may be made from the Employee's salary in cases where provided by law Russian Federation.

4. MODE OF WORKING TIME AND REST TIME

4.1. The employee has a five-day working week with two days off - Saturday and Sunday.

4.2. The start and end time of work is determined by the Employee independently, taking into account the working hours of the Employer's organization, based on the fact that the duration of working time per day should not exceed four hours. On days when the Employee is free from the performance of labor duties at the main place of work, he can work part-time full-time.

4.3. Within one month, the duration of working hours when the Employee works part-time should not exceed half of the monthly norm of working hours established for the corresponding category of employees.

4.4. The employee is granted annual paid leave of 28 calendar days.

Annual paid holidays are granted to the Employee simultaneously with the leave for the main job. If the Employee has not worked for 6 months, then leave is provided in advance.

4.5. For family reasons and others good reasons An employee, on the basis of his written application, may be granted leave without pay for the duration established by the labor legislation of the Russian Federation and the Internal Labor Regulations of the Employer.

5. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE

5.1. In accordance with this Agreement, the Employee is obliged to fulfill in good faith the following official duties:

5.1.1. Organize work on setting up and maintaining accounting records of the organization in order to obtain complete and reliable information about its financial and economic activities and financial position by interested internal and external users.

5.1.2. To form, in accordance with the legislation on accounting, an accounting policy based on the specifics of business conditions, structure, size, industry affiliation and other features of the organization's activities, which allows timely receipt of information for planning, analysis, control, assessment of the financial position and results of the organization's activities.

5.1.3. Lead the work: on the preparation and approval of the working plan of accounts of accounting, containing synthetic and analytical accounts, forms of primary accounting documents used for processing business transactions, forms of internal financial statements; to ensure the procedure for conducting an inventory and valuation of property and liabilities, documentary evidence of their availability, condition and valuation.

5.1.4. Perform other duties assigned to the position "__________" Qualification guide positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37.

5.2. The employee is obliged:

5.2.1. Comply with the Internal Labor Regulations of the Employer and other local regulations of the Employer.

5.2.2. Observe labor discipline.

5.2.3. Comply with labor protection and labor safety requirements.

5.2.4. Take care of the property of the Employer and other employees.

5.2.5. Immediately notify the Employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer's property.

5.2.6. Do not give interviews, do not hold meetings and negotiations regarding the activities of the Employer, without prior permission from the management.

5.2.7. Do not disclose information constituting a trade secret of the Employer.

5.3. The employee has the right to:

5.3.1. Providing him with the work stipulated by this Agreement.

5.3.2. Timely and in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed.

5.3.3. Rest, including paid annual leave, weekly days off, non-working holidays.

5.3.4. Compulsory social insurance in cases stipulated by federal laws.

5.3.5. Other rights established by the current legislation of the Russian Federation.

6. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

6.1. The employer is obliged:

6.1.1. Comply with laws and other regulatory legal acts, local regulations, the terms of this Agreement.

6.1.2. Provide the Employee with the work stipulated by this agreement.

6.1.3. Provide the Employee with equipment, technical documentation and other means necessary for the performance of their labor duties.

6.1.4. Pay in full the wages due to the Employee on time, established by the Rules internal labor regulations.

6.1.5. Provide household needs An employee related to the performance of his labor duties.

6.1.6. Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws.

6.1.7. Perform other duties established by the current legislation of the Russian Federation.

6.2. The employer has the right:

6.2.1. Encourage the Employee for conscientious efficient work.

6.2.2. Require the Employee to fulfill the labor duties specified in this agreement, respect the property of the Employer and other employees, and comply with the Internal Labor Regulations.

6.2.3. Involve the Employee in disciplinary and liability in the manner prescribed by the current legislation of the Russian Federation.

6.2.4. Adopt local regulations.

6.2.5. Exercise other rights provided for by the current legislation of the Russian Federation, local regulations.

7. EMPLOYEE SOCIAL INSURANCE

7.1. The employee is subject to social insurance in the manner and on the terms established by the current legislation of the Russian Federation.

8. WARRANTY AND REFUND

8.1. For the period of validity of this Agreement, the Employee shall be subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this Agreement.

9. RESPONSIBILITIES OF THE PARTIES

9.1. In the event of non-fulfillment or improper fulfillment by the Employee of his obligations specified in this agreement, violation of labor legislation, the Employer's internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he shall bear disciplinary, material and other liability in accordance with the current legislation of the Russian Federation.

9.2. The Employer bears material and other liability to the Employee in accordance with the current legislation of the Russian Federation.

9.3. In the cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by illegal actions and / or inaction of the Employer.

10. TERMINATION

10.1. This Agreement shall terminate from the day the Principal Employee enters work with the Employer, regardless of whether the Principal Employee leaves before the end of the maternity leave, or after the end of such leave.

10.2. This Agreement may also be terminated for other reasons provided for by the current labor legislation of the Russian Federation, before the expiration of its validity.

11. FINAL PROVISIONS

11.1. The terms of this Agreement are confidential and not subject to disclosure.

11.2. The terms of this Agreement are legally binding on the parties from the moment it is signed by both parties. All changes and additions to this Agreement are formalized by a bilateral written agreement.

11.3. Disputes between the parties arising from the performance employment contract are considered in the manner prescribed by the current legislation of the Russian Federation.

11.4. In all other respects that are not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation governing labor Relations.

11.5. The Agreement is made in two copies, having the same legal force, one of which is kept by the Employer, and the other by the Employee.

12. DETAILS AND SIGNATURES OF THE PARTIES

Employer:

OOO "__________",

Worker:

Citizen of the Russian Federation ______________,

In this situation, additional work is assigned without release from the main work. determined by the employment contract (art.

602 of the Labor Code of the Russian Federation).

If the work is entrusted to another profession (position), then it will be carried out in the order of combining professions (positions). If in the same profession (position) by expanding service areas, increasing the amount of work. In all these cases, the procedure for the actions of the personnel officer should be as follows (let's consider the combination example): conclude an additional agreement with the employee to the employment contract describing the conditions for combining (the period during which the employee will perform extra work, its content and volume, the amount of the surcharge); issue an order to combine (in any form with the obligatory indication of the assigned work, the period during which the employee will perform additional work and the amount of additional payment) (sample on p.

Hiring a temporary employee: what are the design features

But any of them requires the conclusion of a cooperation agreement. Employment of a temporary worker is provided when the main one: on maternity leave; sick for a long time; went on a business trip abroad. Also, a temporary employee is invited in cases of: seasonal employment; work for a short period - up to two months; if necessary, perform a specific task; during the internship; for the civil service; for public works.

When applying for a small business, you can conclude an agreement by agreement of the parties.

Contract with an employee hired for the period the main employee is on parental leave

Due to the fact that a woman on parental leave has the right to return to her previous job at any time, it is impossible to determine the date of termination of the employment contract concluded with a person during the period of temporary absence of the main employee. The only type of employment contract that allows the employer to indisputably terminate the employment relationship with the employee in connection with the entry to work of the main employee is an employment contract for the period of fulfillment of the duties of a temporarily absent employee, for which, in accordance with the Labor Code, the place of work is retained (paragraph

Registration of a fixed-term employment contract

2 hours 1 tbsp. 59 of the Labor Code of the Russian Federation).

A fixed-term employment contract may contain the following wording:

“This fixed-term employment contract is concluded in accordance with Part 1 of Article 59 of the Labor Code of the Russian Federation for the duration of the performance of the duties of an absent employee, who, in accordance with labor legislation, retains a job, a flower seller Raisa Petrovna Rozova, who is on parental leave until he reaches three years of age"

.

Is it possible to indicate this reason if the position is temporarily vacant? Let's look at an example. The company has a vacancy.

We arrange for the work of a temporary employee: an application, an order, an entry in the shopping mall, sample documents

but the fact of temporary cooperation and for how long the candidate wants to cooperate must be mentioned.

The full name of the desired position and the data (last name, first name, patronymic) of the newly-made mother (maternity leave), which is planned to be replaced, are also written. The application must be correctly registered, a personal card is issued for the employee. As for the most replaced, she may not go on the aforementioned decree.

Fixed-term contract for the period of performance of duties of an absent employee

79 of the Labor Code of the Russian Federation, a fixed-term employment contract terminates with the expiration of its validity. The term of the employment contract is determined at its conclusion and is indicated in the employment contract.

The condition for concluding a fixed-term employment contract for the period of performance of duties is the temporary absence of the main employee, who retains the job such and such employee is on maternity leave. In accordance with Art.

A fixed-term employment contract provides for a certain period of validity. It can only be concluded in certain cases.

temporary worker

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When an employee leaves, the employer needs to find a replacement.

The following options are available here:

• hire a temporary employee with whom a fixed-term employment contract is drawn up for the period of maternity leave and pregnancy of the main employee;
• transfer an existing employee to her position, while he will not perform the functions of his position;
• internal part-time job, when the employee is not relieved of functions in his position.

All these methods are enshrined in the current Labor Code of the Russian Federation. They are recognized as legal and can be used by the employer at their discretion.

In practice, most convenient option is the acceptance of a new employee under a fixed-term employment contract.

This type of agreement is concluded only when it is permissible by law.

Normative base

The issues of registration and validity of fixed-term contracts are defined in the Labor Code of the Russian Federation. These provisions are enshrined in. A fixed-term agreement is concluded for a period of up to 5 years.

In part 1 of Art. 59 of the Labor Code of the Russian Federation defines a complete list of reasons for issuing this type of contract.

The same codified act approved the procedure for formalizing such relations and the process of their termination.

Fixed-term employment contract during maternity leave

In order to avoid problems with a new and former employee, it is necessary to draw up a contract as a rule. Otherwise, the employer will have both employees working at the same workplace for some time.

It is very difficult to predict in advance when the previous employee will come out of the decree. His leave can be extended.

Also, the law does not prohibit such an employee from leaving the decree earlier, interrupting its action at any time.

That is why in the urgent agreement it is necessary to indicate not a specific date, but the wording that the term of the contract will be equal to the period of absence from the workplace of the main employee.

What it is?

A fixed-term employment contract for the period of maternity leave does not generally differ from a regular agreement concluded between an employee and an employer.

The rights and obligations of an employee are identical to those that arise under normal circumstances.

The only exception is the duration of such a relationship. Under standard conditions, it is perpetual. The process of terminating an employment relationship is also different.

In a fixed-term agreement, the reason for its conclusion must be indicated.

Conditions

The conditions for issuing a fixed-term employment agreement can be classified into 2 groups:

• circumstances that are explained by the temporary nature of future activities;
• circumstances that are not related to the temporary nature of future activities.

The Supreme Court of the Russian Federation clarified that Article 59 of the Labor Code of the Russian Federation defines a list of grounds for issuing a fixed-term agreement. Almost all of them are related to the temporary nature of the work, as in the case of replacing a temporarily absent employee who cannot be fired during the day.

When setting the duration of the employment agreement, the employer can do this in several ways:

• for a certain period (month, year, 5 years, etc.);
• for a certain season
• for a time interval that is calculated based on some circumstances, for example, the period of absence of the main employee.

Sample

In the sample fixed-term employment agreement, provisions should be highlighted that relate to the duration of its validity. We have already mentioned earlier that the most optimal way is to indicate the duration of its validity by a non-end date, but by the period of absence of the main employee.

Also, the contract must indicate the reasons for its registration for a limited period. This rule is enshrined in article 57 of the Labor Code of the Russian Federation. If this is not done, then the contract can be reclassified into an open-ended one.

When making such an agreement, keep in mind that probation approved by the employee for a shorter period. So, it cannot exceed 2 weeks if the duration of the contract is not more than 6 months.

Remember that the employment agreement is not concluded in a certain form. However, it must contain mandatory information approved by labor legislation.

Dismissal

Dismissal occurs at any time during the functioning of the employment agreement, if a permanent employee goes to work.

In this case, the temporary employee is notified of this circumstance 3 calendar days.

As a reason for terminating an employment contract in its work book dismissal is indicated in connection with the end of the term of the contract.

Termination

Termination of the contract at the initiative of the employee is carried out in the general manner. The employee submits the application two weeks before the expected date of dismissal. On the last working day, he receives his work book and payment.

Also, the relationship between the employee and the employer can be terminated by agreement of the parties. In such a situation, there is no need to wait for the expiration of the 2-week period.

The relationship ends at the moment when it is determined by the parties themselves.

Translation processing

It is not necessary to hire a new employee, you can transfer an existing employee to a new position. Temporary change of activity is allowed for up to 12 months. The employee does not perform his functions during this period.

If the employee went on maternity leave, she may be absent from the workplace for more than 1 year.

The term of the temporary transfer is fixed in additional agreement on the same principles as the period of validity of the employment agreement with a temporary employee. The transferred employee does not need to make any entries in the work book.

If a situation arises when an employee who is on maternity leave quits and is permanently appointed in her place this worker, then a mark is made in this document.

However, this is only done at the request of the employer. A temporarily transferred employee does not have a priority right to occupy this position.

Pregnancy of a worker who was taken on during the decree

If a temporary worker is also preparing for the birth of a child, then her dismissal is allowed subject to two conditions:

• an employment contract was drawn up with her for the period of absence of an employee who is on maternity leave;
• your company does not suitable vacancy, which could be offered to this employee or she refused it.

If suitable job was found and the pregnant woman gives her consent to the transfer, issued in writing, then the agreement is extended until the end of the pregnancy, that is, the dismissal is formalized by the date of the birth of the child.

If on the date of exit of the main employee, the temporary employee is already on maternity leave, then the employment relationship with her is terminated at the moment when the first one begins her labor duties.

Benefit payment

EMPLOYMENT AGREEMENT N 10 08/01/2011 Minsk 1. Limited Liability Company "Key" represented by director Alexander Ivanovich Shumelkin (hereinafter referred to as the Employer), acting on the basis of the Charter, on the one hand, and Andrey Sergeevich Kopeiko (hereinafter referred to as the Employee), on the other hand (hereinafter referred to as the Parties), have concluded this employment contract as follows. 2. The employer accepts Andrey Sergeevich Kopeiko as a legal adviser of the II category in the legal department of Klyuch LLC. 3. This employment contract is an employment contract for the main job. 4. An employment contract is concluded for the period of absence of the main employee (leave to care for a child until he reaches 3 years of age), who, in accordance with the law, retains workplace. 5. The validity of the employment contract begins on 08/01/2011 and ends on the day preceding the day the main employee goes to work. 6. The employee undertakes: 6.1. conscientiously perform work in accordance with job description; 6.2. comply with the internal labor regulations, other documents regulating issues of labor discipline; 6.3. comply with written and oral orders (instructions) of the Employer that do not contradict the law and local regulatory legal acts; 6.4. prevent actions that prevent other employees from performing their labor obligations; 6.5. comply with established regulations legal acts(documents) labor protection requirements; 6.6. take care of the property of the Employer, use this property to perform the work provided for by this employment contract, and (or) in accordance with written or oral orders (instructions) of the Employer that do not contradict the law. Take measures to prevent damage; 6.7. take measures to immediately eliminate the causes and conditions that impede the normal performance of work (accident, downtime, and others), and immediately report the incident to the Employer; 6.8. maintain their workplace, equipment and fixtures in good condition, order and cleanliness; 6.9. observe the established procedure for storing documents, material and monetary values; 6.10. keep an official secret, not disclose the commercial secret of the Employer without the appropriate permission; 6.11. perform other duties arising from the legislation, local regulatory legal acts. 7. The employee has the right to: 7.1. labor as the most decent way self-affirmation of a person, as well as on healthy and safe conditions labor; 7.2. protection of economic and social rights and interests, including the right to form trade unions, conclude collective agreements, agreements and the right to strike; 7.3. participation in meetings; 7.4. a guaranteed fair share of remuneration for work in accordance with its quantity, quality and social significance, but not lower than the level that provides workers and their families with a free and dignified existence; 7.5. daily and weekly rest, including days off during public holidays and public holidays, and holidays with a duration of at least the established Labor Code The Republic of Belarus; 7.6. social insurance, pensions and guarantees in case of occupational disease, work injury, disability and job loss; 7.7. non-intervention in privacy and respect for personal dignity; 7.8. judicial and other protection of labor rights. 8. The tenant has the right: 8.1. terminate this employment contract in the manner and on the grounds established by the Labor Code of the Republic of Belarus and other legislative acts; 8.2. encourage the Employee; 8.3. require the Employee to comply with the terms of the employment contract and internal labor regulations; 8.4. bring the Employee to disciplinary and financial liability in accordance with the law; 8.5. go to court to protect their rights. 9. The tenant is obliged: 9.1. organize the work of the Employee; 9.2. rational use of the work of the Employee; 9.3. ensure labor and production discipline; 9.4. keep records of the time actually worked by the Employee; 9.5. pay the Employee wages in the terms and amounts established by law, the collective agreement, agreement or this employment contract; 9.6. ensure labor protection of the Employee; 9.7. in cases provided for by law and local regulations, timely provide the Employee with guarantees and compensation in connection with harmful and (or) hazardous conditions labor (shortened working hours, additional vacations, therapeutic and preventive nutrition, etc.), comply with labor protection standards for women, youth and disabled people; 9.8. ensure compliance with labor legislation, the conditions established by the collective agreement, agreement, other local regulatory legal acts and this employment contract; 9.9. timely draw up changes in the work duties of the Employee and acquaint him with them; 9.10. create the necessary conditions to combine work with education in accordance with the Labor Code of the Republic of Belarus; 9.11. formalize changes in the conditions and termination of the employment contract with the Employee by order (instruction); 9.12. suspend the Employee from work in cases stipulated by the Labor Code of the Republic of Belarus and other legislative acts. 10. The following terms of remuneration are established for the employee: 10.1. the salary of the Employee on the day of signing the employment contract is 500,000 (five hundred thousand) Belarusian rubles, which is formed on the basis of a tariff coefficient of 2.65, corresponding to the 11th category of the Unified tariff scale of employees of the Republic of Belarus, and the tariff rate of the first category, valid for the Employer. 10.2. salary increase: - by 50% for the complexity and responsibility of the work performed; - 20% for II qualification category. 10.3. the salary provided for in subparagraph 10.1 of this paragraph is added to the increases established in subparagraph 10.2 of this paragraph, and forms a final salary in the amount of 850,000 (eight hundred and fifty thousand) Belarusian rubles. on the date of signing the contract. In the future, the final salary changes in accordance with labor legislation, a collective agreement, an agreement or by agreement of the parties; 10.4. the bonus is paid in accordance with the Regulations on bonuses in force with the Employer. 11. The salary provided for by this employment contract is paid by the Employer to the Employee regularly on the 15th and 25th of each month by transfer Money to the card account of the Employee. 12. Wages are paid in monetary units of the Republic of Belarus. 13. The Employer establishes the working hours and rest time for the Employee in accordance with the Internal Labor Regulations in force at the Employer. 14. In accordance with the legislation, an employee is provided with a labor leave of 26 calendar days. Including: basic leave lasting 24 calendar days; additional leave for an irregular working day lasting 2 calendar days. 15. Average earnings for the duration of the vacation is paid by the Employer no later than two days before the start of the vacation. 16. The validity of this employment contract is terminated on the grounds provided for by the Labor Code. 17. Upon termination of the employment contract, the Employer pays the Employee severance pay in cases and in the amount determined by the Labor Code and other acts of legislation, a collective agreement, an agreement. 18. This employment contract may be amended by agreement of the Parties. 19. Issues not covered by this employment contract are regulated by the labor legislation of the Republic of Belarus. 20. This employment contract is made in two copies, one is kept by the Employee, the other - by the Employer. Employer Employee Signature A.I. Shumelkin Signature A.S. Kopeiko M.P.

17.05.2017, 16:50

The accountant of the organization goes on maternity leave. While she will be absent, you will have to temporarily hire another specialist. It is necessary to conclude a fixed-term contract with him during the absence of the main employee. We will tell you how to draw up such an employment contract correctly, including a wording indicating its urgent nature.

The general provisions of a fixed-term contract do not differ from the terms of an ordinary

In general, a fixed-term employment contract does not differ from a contract concluded for an indefinite period.

It is also compiled in writing in duplicate for each of the parties (Article 67 of the Labor Code of the Russian Federation). On the copy of the employer, the employee must sign for receipt of his copy. You also need to indicate the place where the employment contract was drawn up (GOST R 6.30-2003).

The position of the employee must be indicated in accordance with the staffing table, in addition, it is required to indicate the place of work of the employee (Article 57 of the Labor Code of the Russian Federation). Then, you should indicate the working conditions at the workplace in accordance with the results of the assessment of working conditions (part 2 of article 57 of the Labor Code of the Russian Federation). You also need to specify the day the work began. If the date for the employee to go to work is not set, then he must start work the next day after signing the contract (Article 61 of the Labor Code of the Russian Federation).

Features of the conclusion of fixed-term contracts

A fixed-term contract differs from a regular employment contract in that it is concluded for a specific period. The organization can invite a temporary employee and conclude a fixed-term contract with him for the duration of the absence of the main employee due to illness, annual leave, maternity leave or parental leave.

The conclusion of an agreement for the performance of the duties of an employee, who retains his job and position, is one of the most popular reasons for concluding a fixed-term employment contract.

In the text fixed-term contract it is necessary to indicate the period of its conclusion and the reason for which the period is set (Article 57 of the Labor Code of the Russian Federation). The required wording might look like this:

If the contract is concluded for the duration of the absence of the main employee due to illness, then the wording should simply be changed to the appropriate one.