Not a single store can do without a seller, and not a single official employment can do without signing an employment contract. Therefore, when a salesperson is hired, with him in without fail an agreement is signed. If the parties have come to an agreement orally, then this must be confirmed in writing (details of the execution of the relevant agreement -).

Employer, or rather representatives personnel service, prepare the text of the TD in two copies (in the case of more important positions, such as the chief accountant, even additional copies can be prepared: details are in the article at the link). As a rule, they have one template, where only data corresponding to the position is entered. The employee himself, you just need to sign and pick up one of the copies. The first section of this document is its subject, where the basics of labor relations are recorded.

Important! Sellers often go to people under the age of 18. There are a number of nuances in relation to documents, and the contract also has its own separate sample. An employment contract with a minor worker, a sample of 2018 can be found in the article at the link.

Further, there are necessarily sections that highlight the rights, and then the obligations of each party. responsibility, payment, working time- all this is also included in the content of the document concluded during employment.

Features of drawing up an employment contract with the seller

One of the features of the compilation of this document is the fact that the position called "salesman" is rare. Often they try to combine several responsibilities in one position.

Therefore, they add the prefix "consultant" or "cashier". Another feature is that before drawing up a TD, it is necessary to conduct an inventory so that the employee has an idea of ​​\u200b\u200bwhat is available. In the text of the agreement, it is necessary to prescribe all, to the last, the duties of the employee.

Among those encountered, the following responsibilities should be highlighted:

• customer service;
• receiving incoming goods;
• inventory;
• package;
• reporting.

After mutual signing, an order should also be issued and information entered into work book. Also, data on the employee is sent to the FIU. Employers have 10 days to do this.

Employment contract of individual entrepreneur with the seller

After entering the full name and data about the entrepreneur, information about the newest employee is recorded. The content of the agreement is standard. The date of compilation and place are indicated.

It is also specified when the employee will officially begin to fulfill duties to the individual entrepreneur. The responsibilities themselves should be listed in great detail. Everything related to the working regime and insurance conditions also fits into the text by the entrepreneur.

You can download a sample of this document from the link:

Employment contract with a sales assistant

The cashier must perform not only the duties of the seller, but also a number of functions. He is required effective work at the checkout. He should be well acquainted with cash features. The list of his duties includes, among other things, the identification of counterfeit banknotes. Also, such employees are required to be able to perform cashless settlements.

Other features worth mentioning:

• recording information in the cash register;
• generating reports using cash register;
• registration of the purchase of goods, through terminals using bank cards clients;
• elementary actions for the operation of the cash register - for example, employees undertake to fill them with tape.

The exact list of functions depends on the equipment at the cashier's workplace. For example, if there is an ultraviolet detector in a store or other point of sale, then with its help you need to be able to find damaged money.

Employment contract with the seller of food products

TD himself with who will sell foodstuffs, practically does not differ from other variants of agreements.

The main feature is the mandatory requirement to undergo a medical examination in order to ensure the norms established by law for hygiene standards.

Therefore, when this document is compiled, the IP, in the list of duties, includes regular medical examinations.

Employment contract with a seller of non-food products

This seller must serve the buyers and advise the clients about their properties and quality.

A sample that is compiled with an employee selling non-grocery goods, looks like that:

Download the template of the employment contract with the seller

It is already completely ready for use. Therefore, the employer can simply download it and enter their own data, as well as information about the accepted employee. If the employment contract is fixed-term, then it will be correct to enter the exact date until which it is valid.

Qualified personnel is an integral part of a trading business. The profit of an individual entrepreneur from the sale largely depends on the person chosen by the individual entrepreneur for the position of seller. The personnel issue is very relevant for individual entrepreneurs, and therefore today we propose to find out how to properly conclude an AI employment contract with a seller.

Employment of the seller at the IP

Depending on the field of activity and its characteristics, individual entrepreneur may work alone (be self-employed) or act as an employer.

Sole proprietorships are subject to the same strict requirements for maintaining personnel records, how to legal entities. An entrepreneur is not entitled to use non-unified forms when applying for an employee to work.

What should be the seller? A person applying for the position of a seller must necessarily have knowledge of the current legislation of the Russian Federation in the field of trade, as well as be able to conduct cash transactions and know consumer protection laws. In addition, the seller must be able to work with cash or have skills in working with equipment for cashless payments (if necessary). The seller must be familiar with the requirements for completing the accompanying documents for the goods and have information about the terms of its storage, placement and sale.

But theoretical knowledge of trade alone is clearly not enough for the seller. A prerequisite for employment as a salesperson is experience in the field of trade.

Theoretical knowledge, practical skills and abilities have importance. Distinctive features good seller should become: responsibility, accuracy, unobtrusiveness and polite attitude towards the buyer.

General requirements for an employment contract and its features

The employment contract between the individual entrepreneur and the seller is drawn up in two copies. The document is signed by both parties and sealed with the seal of the individual entrepreneur (if any). After signing the contract, each party must keep its copy of the document until the expiration of the contract.

An individual entrepreneur concludes an employment contract with the seller after the employee provides the required list of documents.

The employer has the right to conclude an employment contract with minors without restrictions from the age of 16. From 14 to 16 years old, you can only be hired for light work (exclusively in your free time from school).

Before signing the employment contract, an inventory is carried out.

When hiring a new employee, no later than three days after the employee begins to perform his duties, the employer is obliged to conclude an employment contract with the employee.

Required documents

To draw up an employment contract between an individual entrepreneur and a seller, the following package of documents is required:

• passport (or its replacement document);
• work book (not provided for primary employment);
• SNILS;
• military ID for men (up to 27 years old);
• documents on education (if the work will be related to the use of certain skills);
• health book.

Often, individual entrepreneurs conclude an agreement on liability with sellers. This helps the individual entrepreneur to protect himself if the seller turns out to be an unscrupulous person.

After signing the employment contract between the individual entrepreneur and the seller, the employer draws up an order to hire a new employee. The number of the order and the date of its compilation is indicated in the work book of the employee.

Before the seller begins to perform his job duties, he must be instructed and familiarized with the internal regulations and safety precautions.

The content of the employment contract between the individual entrepreneur and the seller

Recall that any employment contract must contain certain information in accordance with the Labor Code of the Russian Federation.

Now let's take a closer look at what data an employment contract concluded between an individual entrepreneur and a seller should contain.

An employment contract between an individual entrepreneur and a seller must contain the following information:

• seller's passport data;
• FULL NAME. individual entrepreneur;
• TIN of an individual entrepreneur;
• the date and place of conclusion of the contract;
• date and place of commencement of employment;
• information about the position (type of activity);
• information about the obligations of the seller (and the employer);
• data on the mode of work, compulsory rest and working conditions;
• information about the conditions of social insurance;
• data on wages (including information on possible incentives, allowances, etc.).

At its discretion, an individual entrepreneur can add data on a probationary period.

The term of the employment contract between the individual entrepreneur and the seller

Articles 58 and 59 of the Labor Code of the Russian Federation regulate the term for concluding an employment contract between an individual entrepreneur and an employee. In accordance with the current legislation, it is allowed to conclude both fixed-term and open-ended employment contracts.

A fixed-term employment contract between an individual entrepreneur and an employee is signed in the following cases:

• the work is seasonal (temporary) in nature;
• the employee gets a job with an individual entrepreneur;
• an employee is hired instead of a temporarily absent employee;
• work is carried out on a part-time basis (with one employer);
• the employee is undergoing an internship (vocational training);
• the document is signed with persons who have health limitations (with pensioners).

In all other situations, the employment contract is of an indefinite nature. This document is terminated as necessary or as agreed by the parties. The employee must be notified of this 30 days in advance (before the end date of the activity).

The date of termination of the employment contract (with a limited duration) is the date of termination of its validity. An employment contract is considered to be open-ended if neither the employer nor the employee notifies the termination of the contract after the expiration of the contract.

Reflection of the results of a special assessment of working conditions

Federal Law No. 426-FZ of December 28, 2013 “On a special assessment of working conditions” establishes that as of January 1, 2019, absolutely all employers are required to conduct special assessment labor in the workplace. The results obtained after the special assessment must be reflected in the Employment Agreement between the individual entrepreneur and the seller. If the Employment Agreement was concluded prior to the special assessment, then an addition to this Employment Agreement should be made, in which the conclusions drawn from the results of the special assessment should be indicated:

• information about working conditions at the workplace (optimal, acceptable working conditions, harmful or dangerous conditions labor;
• presence or absence of risk of damage to health;
• a list of measures to protect against exposure to harmful and (or) hazardous production factors;
• employee guarantees and compensation.

If the IP Employment Agreement with the seller is concluded after a special assessment has been carried out for this workplace, then the data on the results of the special assessment must be indicated in the Employment Agreement in a separate section.

The reader can download a sample employment contract with the seller from the link below. It is compiled taking into account all the requirements of the current legislation.

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An employment contract is a special agreement that is concluded in the case of registration for work, with the consent of the employer. The employment contract specifies the range of obligations of the employee, the amount of salary, rights and obligations.

This document is mandatory as confirmation of cooperation.

Such an agreement is drawn up in several copies, which are fixed by the signatures of the parties, as well as with the help of the seal of the company providing employment.

A document is concluded with a person who has reached the age of 16.

But there are other options:

• if, by agreement, work is assigned that does not pose a threat to health, then a child of 15 years old has the right to sign the document, and with the consent of the parents - 14 years old;
• an employment contract for creative activity can be concluded with a child of any age, but only with the consent of the parents.

It is necessary to carefully control the drafting of an employment agreement, since certain conditions provided by the organization may be unacceptable to the employee.

Form of employment contract for 2019

Drawing up a contract is a procedure that requires special concentration of attention. When contentious issues it is this document that will be the main evidence that the claims of one of the parties are absolutely justified.

Therefore, the document must be drawn up correctly, and all the conditions of both parties are fully spelled out and legally certified.

The document must contain the following details:

1. Surname, name and patronymic of the person and the employer, confirmation of the identity of the employee.
2. The date at the time of signing the document, the place where the agreement is concluded.
3. The duties of the employee, namely: his workplace, work schedule, as well as requirements for the employee.
4. Career start date.
5. Guarantees for the provision of certain services under hazardous or harmful working conditions.
6. The size of the salary.

When drawing up a contract, it is imperative to check the document for the presence of illegal conditions or violations of human rights. The name of the company, as well as its details, must be written in full.

Sample employment contract with an employee for 2019

In 2018, the contract is drawn up in two copies, one is with the employing person. It must contain the employee's signature confirming that he has a second copy of the document.

When drawing up an agreement, it is important to focus on the following aspects:

1. Be sure to pay attention to the section of rights and obligations, since any minor detail in the design can lead to bad consequences.
2. Also in the contract it is necessary to describe the working conditions that are not general, that is, specific, if any.

Drawing up a standard employment contract in 2019

When drawing up an employment agreement, there are no mandatory forms. Although usually the organization providing the job has its own template, which is filled in by the employee.

A person is considered an employee of an enterprise when he puts his signature on the corresponding section of the document. After that, the enterprise enters information into the work book of a person, and also prints an order on his appointment.

The employee begins his duties from the date specified in the contract. If the date is not specified, then the official date of entry to work is the next day after the signing of the forms. If this condition is violated, the employment contract is cancelled.

The employee is also required to provide the company with the following documents:

1. The passport.
2. Labor book.
3. Insurance document.
4. Military ID (if any).
5. Diploma of education, as well as documents confirming qualifications.
6. Certificate of non-conviction (if required).

The company has no right to demand any other documents.

Mandatory clauses of the 2019 employment contract

Some clauses of the employment agreement are required to be entered into the document, with the exception of details that are legally certified and confirmed by special documents. All these conditions are detailed in the table:

Contract clause	Description
Place of work	In the case of employment in a branch - the name of the parent unit, its location.
Wage	Detailed conditions of accrual and amount of wages.
specific type of activity.	The full requirements of the organization for the level of education of the employee, as well as an indication of the full requirements that are provided to the employee.
Working mode	A full description of the time that the employee must spend on the performance of duties, and the time allocated to him for rest (if the regime is different from the generally accepted one).
Special conditions	Security guarantees and additional rights in case of dangerous and harmful conditions work.
Working conditions	Description of the working conditions of the workplace.
The special nature of the work	Description of the employee's responsibilities, for example, the need for business trips.
Insurance	A legal description of the employee's compulsory insurance.

AT labor document additional conditions provided by the organization may be prescribed if they do not violate human rights.

Types of employment contract

There are three types of employment contracts:

1. Perpetual - an agreement that does not take into account the terms.
   The principle of its compilation is described in detail above.
2. A part-time contract is a special type of agreement when an employee is assigned to a certain place, and free time is able to devote additional earnings.
3. Urgent contract.
   It is necessary to dwell on it in more detail, since this species has its own characteristics.

Fixed term contract

is an agreement between an employee and an employer for a specified period of time. The document is concluded under the following circumstances.

If the job is temporary or seasonal:

1. an employee is hired for the duration of the legal absence of the main employee;
2. internship work;
3. if the position allows the selection of an employee for a certain period.

nuance fixed-term contract is an indication of the end date of cooperation, as well as an indication of the reasons for drawing up a fixed-term contract.

An urgent document in the form of filling does not differ from an open-ended one, but it must contain a clause in which the start and end dates of the document are indicated.

There are also two features of drawing up a fixed-term contract regarding the probationary period:

• a contract for a period of not more than two months should not have a probationary period by law;
• in other situations probation does not exceed 14 days.

Find out when you can conclude a fixed-term employment contract from the video.

Employment contract of an individual entrepreneur with an employee

All relations between the employer and his employee are regulated by the labor code Russian Federation. In such a situation, there is practically no difference between the party hiring the employee, whether it be an individual entrepreneur or a huge corporation. Indeed, for an individual entrepreneur it is also important to formalize all relationships within the framework of the law, to create the necessary conditions for labor activity and further to conduct their observance.

According to established legislation in the labor code of the Russian Federation, an individual entrepreneur has the right to hire employees by drawing up two types of contracts. Accordingly, this is an employment contract with an individual entrepreneur and civil law. Employers turn to the second type only when there is a need to perform one-time work. But, at the same time, with the help of it, it is possible to issue an employee whose specific work does not require compliance with the established temporary work schedule, but with the accepted rules of the organization's routine. The civil law contract is divided into three types: a contract contract, the provision of services and an author's order. In turn, the employment contract itself will be drawn up with an employee applying for the main job, so he will be provided with a social package.

Unscrupulous individual entrepreneurs quite often resort to the practice of drawing up a work contract with an employee applying for a permanent job. At the same time, at the legislative level, if he signed this agreement, in the event of his illness or vacation, he will not be paid any funds. The employee himself, due to his ignorance, will regularly perform his duties, which are subject to the main labor contract.

As already noted, this is a fairly common practice, since it allows you to save money, and in addition, it makes it possible to dismiss an employee if he does not suit the employer with something. However, if the employee himself is at least a little legally literate, then he can file a written complaint with labor inspection which will subsequently turn into big problems for such an individual entrepreneur. Also, in the event of the start of an audit, the employer will have to prove his justification for choosing one or another type of contract.

If an individual entrepreneur wants to hire an employee for a period of up to three calendar months, then the conclusion of the employment contract itself will not be mandatory. However, if they still resort to it, then it is possible to reflect the clause on the probationary period with the necessary time interval. Moreover, such an agreement can subsequently be terminated upon notification of the employee three days in advance. During this period of time, the employer will have to make all financial contributions to social funds and pay compensation to the employee for unused vacation.

Employment contract of individual entrepreneur with the seller

One of the important indicators profitable business, is a well-selected qualified staff. If the activity is related to sales, then the seller is considered the main person on whom the income of the entrepreneur depends. But choosing the right staff is not the main thing, it still needs to be formalized.

Employment contract for a trial period

Any manager of an enterprise has the right to individually decide whether or not to establish a probationary period. But if such a period is established, it must be formalized by an official document - an employment contract. Wherein prerequisite is a clear indication of the duration of the test, wages and other social issues. These details must be legally correct.

According to the legislation of the Russian Federation, the trial period is not intended for:

• persons under the age of majority;
• pregnant women;
• women who bring up children up to one and a half years;
• persons settled in the organization by competition;
• persons transferred from one specialty to another within the same company.

Registration of an applicant with a trial period takes place on equal terms and conditions with employees who are accepted for production without a trial period. Such applicants must provide to the personnel department of the enterprise:

When hiring with a trial period, it is necessary to issue an order in which all the nuances will be recorded. Next, the employer needs to prescribe specific criteria according to which the newcomer will be evaluated at the workplace. Such a negative assessment immediately in the future will be proof that new employee failed to pass probation.

If an employee was absent from work during the probationary period for a good reason, the employer may extend the probation for the number of days that this employee missed.

Dismissal during the test at the enterprise

Termination of the employment contract during the verification of the applicant may occur on the initiative of:

• employer;
• worker.

In the first case, the termination of the contract often occurs due to the low qualification that the employee showed during the probationary period. Thus, the head of the company has the right to dismiss such a subordinate at the time of the audit, or after it is completed. But, for such an action, the director of the institution needs to document the illiteracy of this employee, since the dismissed employee can appeal against unconfirmed facts in judicial institutions.

And if the judiciary recognizes him as the injured party, then the employer will be obliged to take the dismissed employee to his original place, but without any preliminary checks.

In addition to illiteracy and low qualifications of an employee, an employer may terminate an employment contract with him due to:

• absenteeism (which is not confirmed by any document);
• sloppiness;
• violations of the internal work schedule.

The dismissal of a non-recommended employee will be legally competent if the head of the company notifies him in writing against signature three days before the actual calculation, or before the end of the test. Such notice must indicate the reason for dismissal with reference to the paragraph or article of the violated legislation.

Termination of an employment contract at the initiative of a subordinate is a legitimate action, and most often occurs through the fault of the employer. To quit for own will the employee of the organization is required to write a letter of resignation, in which it is absolutely not necessary to indicate the reason for the dismissal.

Upon dismissal of his own free will during or at the end of the probationary period, the head legal grounds has the right to demand from the subordinate working off. The term of which is two weeks. This feature is usually determined by agreement between the two interested parties, but if this does not happen, this issue is resolved with the help of legislative acts and lawyers.

Employment contract with chief accountant

The legislation of the Russian Federation does not provide for the rules for compiling this document.

The organization can independently develop its own form or use a sample of industry standards.

• According to the legislation, the contract with the candidate for the position of chief accountant is signed for an indefinite period.
• But it is allowed to draw up a fixed-term employment contract.
• Its term shall not exceed five years.
• It cannot be extended for the same period.
• When a fixed-term contract is renewed, it becomes indefinite.
• To conclude an agreement with an accountant for another five years, you must first dismiss him, and then conclude a new agreement.
• At the same time, management is obliged to notify in advance in writing about the upcoming dismissal, but no later than three days before the upcoming dismissal.
• The trial period is prescribed in it and should not exceed six months and depends on the duration of the contract.
• When employed for six months, the probationary period should not exceed two months.
• Absence from work due to illness is not included in the probationary period.

The list of rights and obligations of the chief accountant should be given in job description organization and reflected in the contract. The basis is Qualification guide positions of managers and employees, having a recommendatory character. The contract should clearly state that the chief accountant reports to the head of the enterprise.
The responsibility of the chief accountant for accounting is also fixed in the employment contract, unless otherwise provided by the internal regulations of the organization.
Let us separately pay attention to the fact that the chief accountant should not have double subordination (to the director and financial director simultaneously).
A clause on trade secrets and its non-disclosure must be written in the employment contract.
The head is obliged to additionally familiarize, under the signature of the new chief accountant, with a list of information subject to non-disclosure and liability for information leakage.
A liability clause can be written into the contract.

The employment contract with the chief accountant contains the following main points:

• general provisions;
• rights and obligations of an employee;
• rights and obligations of the head;
• wages, social guarantees;
• time of work and rest;
• the responsibility of the parties;
• terms of termination of the contract;
• final provisions.

In chapter " General provisions» the duration of the contract and the probationary period, the place of work and working conditions, the beginning of work are prescribed.

In the section “Rights and obligations of an employee”, the right of an employee to observe working conditions and pay is specified in detail.

The duties of the chief accountant for organizing the work of the accounting department, if any, maintaining accounting, etc.

The section "Rights and duties of the manager" provides the responsibilities of the management to provide the employee with the opportunity to perform their production functions.

The sections “Payment…” and “Hours of work…” contain information on wages, the procedure for paying wages, incentives for work, work schedule and vacation duration.

Separately, if necessary, a clause on irregular working hours and incentives for irregular hours is prescribed.

In the "Responsibility of the parties" section, a clause is introduced on the material liability of the chief accountant with legal liability.

Employment contract with a driver: form and sample

Most important point in drawing up an employment contract lies in the place of work, since the driver does not have a specific place to perform work, since he is constantly on the road.
You can also simply specify the object (transport) on which the driver works.
The work schedule is considered to be quite important: it is also highlighted in the contract.
All the nuances that may arise should be indicated, since driver - profession unpredictable.
This is done so that later there will be no conflicts.
On a separate sheet, it is worth considering independent property liability.
This applies to all drivers, including freight forwarders.
To the latter, on a larger scale, since responsibility arises not only for transport, but also for cargo.
This confirms civil Code Russian Federation: "The forwarding driver must be responsible for the cargo that is being transported."
The code also says that he still has to transfer everything according to the documents to the customer.

Most importantly, there must be two copies of the contract, one will be with the driver, the other with the employer.

Both the driver and the employer can terminate the contract.

Let's consider both cases:

1. The driver has every right to terminate the contract, but at the same time notifying the director of the company or the one who hired him in writing. Reasons for leaving are often included in the statement, but this is usually not required. It is also worth remembering that after applying for dismissal, the employee must work for some more time. So, before the term of dismissal, he can still pick up the document and continue to work in the company;
2. The employer has the right to dismiss his employee in such cases: first, if the company has problems in the market and does not have enough funds to pay for another specialist, second, if the specialist does not cope with direct duties, third, if the employee had a lot of warnings, etc. But in all of the above cases, the employer is obliged to pay that part of the salary that was worked out. Otherwise, legal authorities may be involved in this case.

When the deadline expires, the employee, in this case the driver, must come to the director of the company and demand from him that he issue a work book and other documents that should belong to you, which you gave earlier to the director.

Changing the employment contract - what you need to remember

Article 57 of the Labor Code of the Russian Federation lists the main conditions without which it is impossible to change an employment contract - if they are violated, all actions can be challenged in court. But if both parties have a desire to make their own changes, you can change any provision of the contract - if one of the parties forces the other (it often happens that the employer does this in relation to its employees), this can also become a reason for litigation.

First of all, in order to make changes, it is necessary to draw up an additional agreement to the contract, which is printed in several copies and signed by the employee himself and the representative of the legal entity (company).

One copy of the document is transferred to the specialist, the second remains for storage in the archives of the organization. At the same time, the copy that remains with the legal entity must necessarily contain the signature of the employee with whom the employment contract is being changed, confirming that he has a second copy. An additional agreement is an important part of the contract that regulates the relationship between the employee and his employer.

What can be changed and how to do it

The main purpose of any employment contract is to fix the conditions for the activities of the company's employees. That is why we will consider what exactly can be changed in it.

First of all, this is the work schedule. If it has any differences with what is already accepted in the company, this should definitely be written in the employment contract. If there are any changes in the document - for example, a change in the mode schedule, they are included in the additional agreement. If the employee will carry out his activities according to the schedule adopted by the company, it is not necessary to enter data on his schedule into the contract - all the conditions are spelled out in the regulations, which you just need to familiarize the employee with under his signature.

Another important point document is the salary level. The Labor Code of the Russian Federation does not allow the use of such wording as “an employee’s earnings are determined staffing"- the document must contain the salary, bonus conditions, etc. By the way, if employers refuse to do this, the future employee has the right to sue the company for violating the Labor Code of the Russian Federation.

At the same time, amendments to the contract at the initiative of the director who wants to reduce the employee's earnings is possible if the employee agrees. Naturally, no one will do this, because many managers are cunning: they change the schedule in such a way that the employee's earnings go down. This is also a violation of the law and may lead to litigation.

Any adjustments are made by drawing up an additional agreement, which should contain the following:

• The number and date of the document to which corrections will be made.
• Place and date of the agreement.
• Full name of the head and employee, their positions.

In the text, we prescribe all the conditions for the change, about which agreements were reached - for example, about changing the work schedule or the salary of a specialist. General form this document does not, however, it is better to fill it out on the official letterhead, taking into account the company's regulations. Certify the additional agreement with the seal of the company and the signatures of representatives.

It is important to remember: if changes to the employment contract, whatever they may be, were made without the knowledge of the employee, this leads to violations of the Labor Code of the Russian Federation, which means that the specialist has the right to appeal against such adjustments.

For example, you noticed that your salary was reduced in the contract - after you file a lawsuit or a labor inspectorate, your employer will be obliged to forcibly restore your wages, pay the difference and pay the interest accrued for the delay.

Before making changes to the terms contractual relations the employer must warn the employee about the upcoming procedure. This must be done in writing, within the time limit specified by law.

The general provisions of the Labor Code state that it is possible to change the terms of an employment contractual relationship only with the consent of both parties. But, art. 74 TC includes some exceptions. The employer must notify the person of the change essential conditions contractual relations for organizational or technical reasons. Therefore, make changes to current contract allowed:

• at the initiative of the employee, with the consent of the employer;
• in connection with changes in the organizational and technical conditions of work.

But, with the latter option, the company's management must prove the impossibility of working under the same conditions as before. It is obliged to notify hired personnel in writing of the changes indicating the reason that led to them.
The head of the enterprise must notify the employee of the upcoming changes within the following terms:

• for enterprises 2 months prior to the date of introduction of changes;
• entrepreneurs and other citizens must do this within 2 weeks;
• religious organizations are required to notify the employee of upcoming changes one week in advance.

There is a general procedure for notifying employees:

1. Not later than two months in advance, employees are sent written notice about upcoming events.
2. It is handed over personally under the signature or sent by mail. This document should specifically describe the essence and causes of the current circumstances. And also the notification must contain all vacancies, for the possibility of transfer. An employee who refuses to transfer is subject to dismissal.
3. If he is not opposed to changing working conditions, he must give written consent.
4. The next step is to issue an appropriate order for the enterprise.
5. An additional agreement is drawn up, with the designation of all changes.

When the essential conditions of the contractual relationship change, the employee is notified accordingly. Such changes do not require the consent of the employee. Within two months, the employee must agree to the upcoming procedure or quit. An employer can provide a person with another vacant unit. But, usually, there are no such places, and a person is forced to simply quit if he does not agree with the changes made to the employment contract.

It should be noted that this situation is extremely convenient for the head of the enterprise. However, he is not obliged to pay compensation upon liquidation. When dismissing people under this article, the enterprise is obliged to pay severance pay during three months. Therefore, quite often employers disguise the reduction of people under a change in essential conditions.

In the event of such a situation, an employee has the right to file a lawsuit with the court and demand a change in the grounds for dismissal, as well as pay a reduction allowance. But, it should be noted that the plaintiff will have to provide evidence that the reason for the dismissal was precisely organizational or specifications.

As a rule, these concepts mean the abolition of branches or the creation of a new enterprise that requires more qualified employees. Practice shows that judges generally take the side of the wage worker and force the enterprise to pay compensation payments and also change the article of dismissal.

Responsibility for violation of the requirements of the employment contract

An employment agreement is drawn up to protect the rights of a person upon employment. If the provisions that were specified in the employment agreement are violated, this is followed by a certain responsibility. Depending on the type of violation, the fine for abusing one's position can reach up to 200,000 rubles.

Responsibility may be:

1. Criminal - occurs in the event of the dismissal of a pregnant woman or a woman who has a child under 3 years old, and in case of non-payment of wages to them.
2. Financial - for late payment of wages or vacation pay.
3. Administrative - any violations on the part of the employer of legally correctly executed paragraphs of the relevant documents.
   Administrative responsibility arises most often.
4. Legal - arises for causing all sorts of moral and physical harm.

A person who violates the contract will bear certain responsibility, but for this the second party, that is, the employee, must report the violation to the relevant institutions.

Thus, the employment contract must be drawn up in compliance with all formalities.

Compliance with the rules of the agreement guarantees fruitful cooperation that will suit the employee.

Be sure to include a description of the working conditions and the dates of the beginning and end of cooperation in the form. Liability is provided for violation of the terms.

How to conclude an employment contract can be found in the video.

In contact with

G. …………………………. “……” …………………. 20…..

…………………………………………………………………………………………. in the face
(name of company)

………………………………………………,acting on the basis ……………………….
(Full name.)

……………………………………………..….……, hereinafter referred to as the “Employer”, and

………………………………………………………………………………………………………….,
(full full name)

the passport ………. №……………… issued…………….…….…….....………………….……………

"……" ……………….. twenty…. g., subdivision code ………..………..….…………...…..…………
(name of the authority that issued the passport)

registered at:

city ​​…………………… street …..………..……...………..… house …… building ……… apt. …..

hereinafter referred to as the "Seller" have entered into this agreement as follows:

Employee ………………………………………………………………………………………

recruited in………………………..……………………………………………………

for the position seller.

Probation: …………..……………………..…..……………………………………
(no probationary period / length of probationary period)

The employer has the right to terminate employment contract with the seller before the expiration of the specified test period, notifying him of this in writing no later than three days in advance.

The Seller has the right to terminate the employment contract at his own request during the probationary period by notifying the Employer in writing three days in advance. After the expiration of the probationary period, the subsequent termination of the employment contract is allowed only on a general basis in accordance with the Labor Code of the Russian Federation.

The seller is set ……………..………….....…………….....…………………….. rub.
(form of payment)

Bonus payments to the Seller are established by ……………....………..........………………
(conditions and amount of bonus payments)
at the rate of ……………………………………. rub.

Work at the Employer is for the Seller ……….…...……………..place of work.
(main / part-time)

The seller is obliged to start working with “……” …………………. 20….. g

1. Obligations of the parties

1.1.1. Responsibilities of the Seller:

1.1.2. Ensure the smooth operation of ……………………………………, located
(sections, departments, etc.)

during all working hours at his workplace.

1.1.3. Serve customers politely and attentively.

1.1.4. Offer and display products to customers; assist customers in choosing products; advise buyers on the purpose, properties, quality of goods, on the rules for caring for goods, on prices; calculate the purchase price; issue a check; issue passports (other documents) for goods with a warranty period; package the purchase, issue or transfer the purchase for control; exchange goods.

1.1.5. Perform full pre-sale preparation of goods: checking the name, quantity, completeness, grade, price, conformity of marking, unpacking, inspection appearance, expiration dates and quality of goods, availability and compliance of markings, price tags on goods.

1.1.6. Inform your immediate supervisor, and, if necessary, the administration of the organization about goods that do not meet the requirements of pre-sale preparation.

1.1.7. Place goods into groups, types, taking into account the commodity neighborhood, frequency of demand, ease of use.

1.1.8. Control the required number of goods for uninterrupted trading.

1.1.9. Ensure the safety of goods commercial equipment and other material assets.

1.1.10. Inform management of available organizational shortcomings in customer service.

1.1.11. To be patient, attentive, polite when choosing and inspecting goods by customers. When handing over the purchase to the buyer, the seller is obliged to thank him.

1.1.12. Ensure cleanliness and order in the workplace.

1.1.13. Comply with the internal labor regulations, as well as the provisions on safety, labor protection and fire safety.

1.1.14. Execute orders and orders of the direct management and administration of the organization.

1.1.15. Is at the workplace in uniform, must have a neat appearance.

1.1.16. The seller must know:
- the main regulations, rules and regulations governing the relationship between the seller and the buyer;
- Forms and forms, procedure and methods of trade and cash reporting;
— standards, specifications and features of the products sold;
- selling retail prices, assortment of goods sold;
- conditions of storage and transportation of products sold by the organization;
— current forms of accounting and reporting;
- ethics business communication;
— psychology and principles of sales;
- department structure retail sales;
— internal production documents and orders;
- internal labor regulations;
- be able to use the cash register;
- to be able to use a computer at the level of a confident user, including being able to use computer programs for accounting for goods.

1.1.7. Take care of the property of the employer (including the property of third parties held by the employer, if the employer is responsible for the safety of this property) and other employees.

1.1.18. Do not disclose information constituting a trade secret of the Employer, both during the period of work and within three years after dismissal. Do not collect or distribute false partially or completely information about the Employer.

1.1.19. The Seller is liable for damage caused to the Employer in the manner prescribed by the legislation of the Russian Federation.

1.1.20. Conclude an agreement on full individual liability with the Employer in accordance with applicable law.

1.2. Obligations of the Employer

1.2.1. Provide the Seller with work in accordance with the terms of this employment contract.

1.2.1. Carry out compulsory social insurance of the Seller in the manner prescribed by the legislation of the Russian Federation (Article 8 of the Federal Law “On the Basics of Compulsory Social Insurance”).

1.2.2. Comply with the current Russian labor legislation (including in terms of compliance with labor protection rules).

1.2.3. Create conditions for safe and efficient work.

1.2.4. To fulfill the obligations stipulated by the current legislation and this employment contract.

1.2.5. Provide training and instruction to the Seller.

1.2.6. Timely pay the Seller the wages stipulated by this Agreement.

1.2.7. Provide the Seller with an annual paid vacation for the duration established by the current legislation in accordance with the approved vacation schedule.

1.2.8. Compensate for damage caused to the Seller in connection with the execution of job duties in the manner prescribed by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts.

2. Rights of the parties

2.1. The seller has the right

2.1.1. To provide him with work stipulated by this employment contract and complete reliable information about working conditions.

2.1.2. For compulsory social insurance in cases provided for by the current

the legislation of the Russian Federation.

2.1.3. To protect their labor rights, freedoms and legitimate interests by all means not prohibited by law.

2.1.4. For rest provided by the establishment of the length of working hours in accordance with the law, the provision of weekly days off, non-working public holidays paid annual leave.

2.1.5. For compensation for harm caused to him in connection with the performance of labor duties, and compensation for non-pecuniary damage in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.

2.1.6. For timely and full size payment of wages, in accordance with the quantity and quality of work performed.

2.1.7. Other rights provided for by labor legislation.

2.2. The employer has the right:

2.1.1. Require the Seller to fulfill his labor duties and respect the property of the Employer and other employees.

2.1.2. Involve the Seller with his consent to work on his days off with additional payment.

2.1.3. Bring the Seller to disciplinary and financial liability in the manner prescribed by the Labor Code of the Russian Federation and other federal laws.

2.1.4. Require the Seller to strictly observe labor discipline, using all necessary legal and economic means of influence for this.

3. Working hours

3.1. Working hours of the Seller …………………………………………………………
(full/part time from …… to …….hours)

3.2. Duration working week no more ……………………………………. hours.

3.3. Annual leave Seller duration ………………. calendar days.

4. Modification and termination of the contract

4.1. Changes and additions to this employment contract are formalized by written additional agreements, which are an integral part of this contract.

4.2. The grounds for termination of this employment contract are:
- agreement of the parties (Article 78 of the Labor Code of the Russian Federation);
- termination of the employment contract at the initiative of the Seller (Article 80 of the Labor Code of the Russian Federation);
- termination of the employment contract at the initiative of the Employer (Article 81 of the Labor Code of the Russian Federation);
- transfer of the Seller at his request or with his consent to work for another employer or transfer to an elective job (position);
- the Seller's refusal to continue work in connection with a change in the ownership of the Organization's property, a change in the jurisdiction (subordination) of the Organization or its reorganization (Article 75 of the Labor Code of the Russian Federation);
- the Seller's refusal to continue work due to a change in the essential terms of the employment contract (Article 73 of the Labor Code of the Russian Federation);
- the Seller's refusal to transfer to another job due to a state of health in accordance with a medical report (part two of Article 72 of the Labor Code of the Russian Federation);
- refusal of the Seller to transfer in connection with the relocation of the Employer to another locality (part one of Article 72 of the Labor Code of the Russian Federation);
- circumstances beyond the control of the parties (Article 83 of the Labor Code of the Russian Federation);
- violation of the rules for concluding an employment contract established by the Labor Code of the Russian Federation or other federal law, if this violation excludes the possibility of continuing work (Article 84 of the Labor Code of the Russian Federation);
- other grounds stipulated by the legislation of the Russian Federation.

4.3. In all cases, the day of dismissal of the Seller is the last day of his work.

4.4. Disputes arising between the parties under this agreement are resolved in the manner prescribed by the current legislation of the Russian Federation.

This employment contract comes into force from the moment it is signed by both parties.

This employment contract is made in 2 copies having the same legal force. One copy is kept by the Employer, the second - by the Seller.

5. Addresses and signatures of the parties

Employer  Employee

Address: …………………………………. Address: ………………………………….
(legal and actual)  (at the place of registration and residence)
……………………………………….…  ………….………………………………
……………………………………….… the passport.………………………………
……………………………………….…  issued……………………………….…

……………………………………….…   ………….………………………………
……………………………………….… Date of Birth ……..…………………
……………………………………….… telephone.………………………………
(details of the organization)
……………………………………….…   ………….………………………………
(full name)  (full name)

……………………………………….…   ………….………………………………
(signature)  (signature)

“……” …………………. 20….. g.  «……» …………………. 20…..

The employment contract was received by ………………… «…...» …………………...20 …. G.
(signature)

Employment contract No__________

201___

An individual entrepreneur ____________________, acting on the basis of a certificate of state registration _____________________, passport: __________ No ___________ issued by ______________________________________________________________, __________________________, subdivision code __________________, TIN ________________________________, hereinafter referred to as the "Employer", on the one hand, and citizens (ka) _______________________________________________, hereinafter referred to as the "Employee", on the other hand, collectively referred to hereinafter " parties”, have concluded this Employment Agreement on the following:

1. THE SUBJECT OF THE AGREEMENT

1.1. The Employer undertakes to provide the Employee with a job as a salesperson in accordance with the staffing table, to ensure the working conditions provided for labor law and other normative legal acts containing norms labor law, timely and in full to pay wages to the Employee, and the Employee undertakes to personally perform the labor functions of the seller, to comply with the Internal Labor Regulations in force at the Employer.

1.2. The work under this Employment Agreement is the main one for the Employee.
1.3. The place of work of the Employee is ______________________________________ located

by the address: ___________________________________________________________________________________

1.4. The employee reports directly to __________________________________________________

1.5. The work of the Employee under the contract is carried out in normal conditions. Job responsibilities

The employee is not associated with the performance of heavy work, work in areas with special climatic conditions, work with harmful, dangerous and other special working conditions.

1.6. Working conditions at the workplace comply with the requirements of the current legislation of the Russian Federation in the field of labor protection, taking into account the specifics of the Employee's labor functions.

1.7. An employee is subject to compulsory social insurance against industrial accidents and occupational diseases.

1.8. The Employee undertakes not to disclose legally protected secrets (official, commercial, other) and confidential information owned by the Employer and its contractors.

2. TERM OF THE CONTRACT

2.1. The Agreement comes into force from the day it is concluded by the Employee and the Employer (or from the day the Employee is actually admitted to work with the knowledge or on behalf of the Employer or his representative).

2.2. Date of commencement of work: ___________________________________________
2.3. This Employment Agreement is concluded for an indefinite period.
2.4. In order to verify the compliance of the qualifications of the Employee with the position held, his attitude to

entrusted work, the Employee is set a probationary period ____________________________ from the moment the work begins.

2.5. If the probation period has expired, and the Employee continues to work, then he is considered to have passed the probation and subsequent termination of the contract is allowed only on a general basis.

If during the trial period the Employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate this employment contract at his own request, notifying the Employer in writing three days in advance.)

3. CONDITIONS OF PAYMENT OF THE EMPLOYEE

3.1. For the performance of labor duties, the Employee is paid an official salary ( tariff rate) in the amount of ________________________________ rubles per month.

3.2. The employer establishes additional payments, allowances and incentive payments. The amounts and conditions of such additional payments, allowances and incentive payments are defined in the Regulations on bonuses for the Employee, approved by the Employer __________________________________________________________

If necessary, the Employer has the right to amend the Regulation on bonuses, cancel it or accept its new version unilaterally. At the same time, the Employee is notified of such changes at least two months before the entry into force.

3.3. If the Employee, along with his main job, performs additional work in another position or performs the duties of a temporarily absent employee without being released from his main job, the Employee is paid an additional payment in the amount established by the additional agreement of the parties.

3.4. Overtime is paid for the first two hours of work at one and a half times, for subsequent hours - at double the rate. Based on the written consent of the Employee overtime work instead of increased pay, it can be compensated by the provision of additional rest time, but not less than the time worked overtime.

3.5. Work on weekends and non-working holidays is paid in the amount of a single part 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 the monthly norm of working hours, 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 hours. At the request of the Employee, who worked on a weekend or non-working holiday, he may be granted 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.

3.6. Downtime due to the fault of the Employer is paid in the amount of two thirds of the average salary of the Employee.

Downtime due to reasons beyond the control of the Employer and the Employee is paid in the amount of two-thirds of the official salary, calculated in proportion to the downtime.

Downtime due to the fault of the Employee is not paid.

3.7. Wages are paid to the employee in cash Money at the Employer's cash desk (option: by transfer to the Employee's bank account) every half a month on the day established by the Internal Labor Regulations.

3.8. Deductions may be made from the Employee's salary in cases stipulated by the current legislation of the Russian Federation.

4. MODE OF WORKING TIME AND REST TIME. HOLIDAYS

4.1. The employee is set the following working hours: 40 hours a week, with the provision of two days off - Saturday, Sunday.

4.2. Start time: ________________________
Closing time: ________________________
4.3. During the working day, the Employee is given a break for rest and meals.

which is not included during business hours.
4.4. The annual basic paid leave is granted to the Employee for a period of

Calendar days. The right to use the leave for the first year of work arises for the Employee after six months of his continuous work with this Employer. By agreement of the parties, paid leave may be granted to the Employee even 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 leaves established by this Employer.

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

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. The employee must conscientiously fulfill the following official duties:

- Customer service: offering and displaying products, demonstrating them in action, assistance in choosing products.

— Advising customers about the purpose, properties, quality, design features of goods, rules for their care, prices.

- Offering new, interchangeable goods and related products.

- Fitting, measuring, cutting, weighing, calculating the cost of the purchase, issuing (punching) a check, receiving money.

- Issuance of a passport for goods that have a warranty period of use. - Packing goods, issuing a purchase or transferring it for control.

- Providing services to customers.
- Work at the cash register.
- Monitoring the timely replenishment of the working stock of goods, their safety, serviceability

and proper operation of equipment, cleanliness and order in the workplace.
- Monitoring the flow of customers.
– Preparation of goods for sale, unpacking, inspection of the appearance of products, sorting, wiping,

cleaning, rewinding, assembly, picking, performance testing.
– Preparation of the workplace: checking the availability and serviceability of trade and technological equipment, inventory and tools, eliminating minor malfunctions and preparing for work

serviced cash register.
— Receipt and preparation of packaging material.
– Placement and display of goods by groups, types and varieties, taking into account the commodity neighborhood, frequency

demand and convenience.
- Filling and attaching price labels.
— Design of counter showcases and control over their condition.
– Counting checks (money) and handing them over in the prescribed manner, reconciling the amount of sales with the testimony

cash counters.
- Cleaning of unsold goods and containers.
- Preparing goods for inventory.
5.2. The employee must comply with:
5.2.1. Internal labor regulations _________________________
5.2.2. Labor discipline.
5.2.3. Requirements for labor protection and labor safety.
5.3. The employee is obliged:
5.3.1. Carefully treats the property of the Employer (including the property of third parties,

located at the Employer, if the Employer is responsible for the safety of this property) and other employees.

5.3.2. Take the necessary measures and immediately inform the Employer about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer's property (including the property of third parties located at the Employer, if the Employer is responsible for the safety of this property).

5.3.3. By order of the Employer, he goes on business trips in Russia and abroad.

At the same time, the Employer reimburses the Employee for the expenses associated with business trips:
- for travel to the place of work;
- renting a dwelling;
- additional expenses associated with living outside the place of permanent residence (per diem); - other expenses incurred by the Employee with the permission or knowledge of the Employer.

The amount and procedure for reimbursement of the above expenses are established collective agreement(if any), agreements, local regulations.

5.4. The employee has the right to:

5.4.1. Amendment and termination of the contract in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws.

5.4.2. Providing him with work stipulated by the contract.

5.4.3. Workplace, corresponding to the state regulatory requirements for labor protection and the conditions provided for by the collective agreement (if any).

5.4.4. Free provision of special clothing, special footwear and other means personal protection in accordance with established standards.

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

5.4.6. Rest provided by the establishment of normal working hours, reduced working hours for individual professions and categories of employees, providing weekly days off, non-working holidays, paid annual holidays.

5.4.7. Full reliable information about working conditions and labor protection requirements at the workplace.

5.4.8. professional training, retraining and advanced training in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.

5.4.9. Association, including the right to create trade unions and joining them to protect their labor rights, freedoms and legitimate interests.

5.4.10. Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any).

5.4.11. Conducting collective negotiations and concluding collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement (if any), agreements.

5.4.12. Protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law.

5.4.13. Resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws.

5.4.14. Compensation for harm caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.

5.4.15. Compulsory social insurance in cases stipulated by federal laws. 5.4.16. Other rights established by the current legislation of the Russian Federation.

6. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

6.1. The employer has the right:

6.1.1. Change and terminate the contract with the Employee in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws.

6.1.2. Encourage the Employee for conscientious efficient work.

6.1.3. Require the Employee to fulfill his labor duties and respect the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees, compliance with the Internal Labor Regulations.

6.1.4. Bring the Employee to disciplinary and material liability in accordance with the procedure established by the Labor Code of the Russian Federation, other federal laws.

6.1.5. Adopt local regulations.

6.1.6. Carry out attestation of the Employee in accordance with the Regulations on attestation in order to identify the real level professional competence Employee.

6.1.7. Conduct an assessment of the effectiveness of the Employee's activities in accordance with the Regulations on the assessment of labor efficiency.

6.1.8. With the consent of the Employee, involve him in the performance of certain assignments that are not included in the official duties of the Employee.

6.1.9. With the consent of the Employee, involve him in performing additional work in another or the same profession (position) for an additional fee.

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

6.2. The employer is obliged:

6.2.1. Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement (if any).

6.2.2. Provide the Employee with work stipulated by the contract.

6.2.3. Ensure safety and working conditions that comply with state regulatory requirements for labor protection.

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

6.2.5. Provide the Employee with equal pay for work of equal value.

6.2.6. Pay in full the wages due to the Employee within the time limits established in accordance with the Labor Code of the Russian Federation, the collective agreement (if any), the Internal Labor Regulations.

6.2.7. Conduct collective negotiations, as well as conclude a collective agreement in the manner prescribed by the Labor Code of the Russian Federation.

6.2.8. Provide the representatives of the Employee with complete and reliable information necessary to conclude a collective agreement, agreement and control their implementation.

6.2.9. To acquaint the Employee against signature with the adopted local regulations directly related to his labor activity or position in the organization.

6.2.10. Comply with federal regulations in a timely manner executive power authorized to carry out state supervision and control over compliance with labor legislation and other regulatory legal acts containing labor law norms, other federal executive bodies exercising control and supervision functions in the established field of activity, pay fines imposed for violations of labor legislation and other normative legal acts containing labor law norms.

6.2.11. Consider submissions of relevant trade union bodies, other elected

An employee of representatives about revealed violations of labor legislation and other acts containing labor law norms, take measures to eliminate the violations found and report on the measures taken to the indicated bodies and representatives.

6.2.12. Create conditions that ensure the participation of the Employee in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any).

6.2.13. Provide for the daily needs of the Employee related to the performance of labor duties.

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

6.2.15. Compensate for harm caused to the Employee in connection with the performance of labor duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation.

6.2.16. Perform other duties stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if any), agreements, local regulations.

7. EMPLOYEE SOCIAL INSURANCE

7.1. The employee is subject to additional insurance in the manner and on the terms established by the collective agreement and (or) local regulations of the organization (if any), agreements of the parties and the current legislation of the Russian Federation.

8. RESPONSIBILITY OF THE PARTIES

8.1. A party to the contract guilty of violating labor legislation and other regulatory legal acts containing labor law norms shall be liable in the cases and in the manner established by the Labor Code of the Russian Federation and other federal laws.

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

8.3. Material liability party to the contract is liable for direct actual damage caused by it to the other party to the contract as a result of its guilty unlawful behavior.

Direct actual damage is understood as a real decrease in the Employer's cash property or deterioration in the condition of the said property (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property), as well as the need for the Employer to incur costs or excessive payments for the acquisition, restoration of property or compensation for damage caused by the Employee to third parties.

8.4. 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.

8.5. Each of the parties is obliged to prove the amount of the damage caused.

9. EMPLOYEE USE OF PERSONAL PROPERTY FOR BUSINESS PURPOSES

9.1. The Employee has the right, if necessary, or in agreement with the Employer, to use personal property for official purposes (to fulfill his labor function and/or individual orders of the Employer). For such use of personal property, the Employer shall pay monetary compensation to the Employee.

9.2. If it becomes necessary to regularly use personal property, the parties to the agreement conclude an agreement on the use by the Employee of personal property for official purposes, which specifies the characteristics of the relevant property, the procedure for its use, the amount and procedure for paying compensation for use, as well as the rights of the parties to the agreement in relation to such property.

9.3. If the use of the Employee's property for official purposes is carried out irregularly, the compensation specified in clause 9.1 is paid on the basis of documents and other evidence confirming the official use of such property.

10. TERMINATION OF THE EMPLOYMENT CONTRACT

10.1. The grounds for termination of this employment contract are: 10.1.1. Agreement of the parties.

10.1.2. Termination of the employment contract at the initiative of the Employee. In this case, the Employee is obliged to notify the Employer no later than two weeks before the expected date of termination of this agreement. The specified period begins the next day after the Employer receives the Employee's application for dismissal.

10.1.3. Termination of the employment contract at the initiative of the Employer.
10.1.4. Other grounds provided for by the labor legislation of the Russian Federation.
10.2. The day of termination of the employment contract in all cases is the last day of work

the Employee, except for cases when the Employee did not actually work, but the place of work (position) was retained for him.

10.3. On the day of termination of the employment contract, the Employer is obliged to issue a work book to the Employee and make settlements with him in accordance with Art. 140 Labor Code Russian Federation. At the written request of the Employee, the Employer is also obliged to provide him with duly certified copies of documents related to work.

11. FINAL PROVISIONS

11.1. The terms of the agreement are confidential and not subject to disclosure.

11.2. The terms of the contract are legally binding on the parties from the moment of its conclusion by the parties. All changes and additions to the contract are formalized by a bilateral written agreement.

11.3. Disputes between the parties arising from the performance of the 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 the contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

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