Working hours are the distribution of working hours during a certain calendar period. The regime may be the same for all employees of the company, or may vary for different categories of employees. There are regular working hours, which are established for all or the majority of workers in the company, and special working hours, which differ from the usual working hours or the distribution of working hours. These include, for example, shift work or a flexible schedule. Today we will talk about the standard five-day workweek: how many hours does a five-day work week last, how many days off are employees entitled to, etc.
- How many hours is a five-day work week?
The normal length (standard hours) of a five-day workweek is 40 hours. This norm does not depend on the following factors:
- organizational and legal form of the company;
- working hours (for example, flexible work or a standard five-day work week)
Since the number of working hours in a five-day workweek is 40 hours, one working day is typically eight hours.
Payment for days off during a five-day work week
With a 5-day work week, workers have two days off per week; the usual days off are Saturday and Sunday, and rarely Sunday and Monday. In some cases, the employer may establish a work schedule at the enterprise in which generally accepted weekends are working days. For example, during shift work, weekends are set by the shift schedule and are “floating”, that is, they can fall on different days of the week, taking into account the alternation of shifts. Sometimes the following situations occur: an employee works on a standard schedule of a five-day workweek with two days off, but the employer needs the employee to go to work on his day off. To do this, the following conditions must be met.
- In order for employees to go to work on their day off, the employer must have a legal basis;
- the employee’s written consent will be required (exceptions are provided);
- it is necessary to take into account the opinion of the trade union (in some cases established by law);
- You will need a written order from the employer.
It is worth keeping in mind that the payment for “working” days off with a five-day work week will be increased, or you can compensate for them with a day of rest additionally provided to the employee. However, in this case there are exceptions: they apply to employees with whom an employment contract has been concluded for a period of up to 2 months. In this case, if you ask an employee to go to work on his day off, you can only compensate for his work in monetary terms and at least double the amount.
Is it necessary to approve the work schedule by order?
Answer to the question: The work schedule (in a sliding mode) or shift schedule (in a shift mode) is a local regulatory act, which, according to Art.
8 of the Labor Code of the Russian Federation, accepted by the employer.
The representative of the employer who has the right to approve local regulations is the head of the organization. Thus, the work schedule (shift) is approved by the head of the organization.
Details in the materials of the Personnel System: 1.
Answer: How to draw up a shift schedule in an organization Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare of the Ministry of Health of Russia During shift work, employees work during the established working hours in accordance with the shift schedule. When compiling it, it is necessary to take into account (if it is available in the organization).
This is stated in parts and article 103 of the Labor Code of the Russian Federation.* You will find important information about this in the material here.
Article 46. Five-day and six-day working week and duration of daily work.
Employees have a five-day work week with two days off. With a five-day working week, the duration of daily work (shift) is determined by internal labor regulations or shift schedules approved by the administration in agreement with the relevant elected trade union body of the enterprise, institution, organization, taking into account the specifics of the work, the opinion of the workforce and in compliance with the established length of the working week (Articles 42 - 45).
At those enterprises, institutions, and organizations where, due to the nature of production and working conditions, the introduction of a five-day working week is impractical, a six-day working week with one day off is established. In a six-day work week, the duration of daily work cannot exceed 7 hours with a weekly norm of 40 hours, 6 hours with a weekly norm of 36 hours and 4 hours with a weekly norm of 24 hours.
(as amended by the Law of the Russian Federation of September 25, 1992 N 3543-1) A five-day or six-day working week is established by the administration of an enterprise, institution, organization together with the relevant elected trade union body, taking into account the specifics of the work, the opinion of the workforce and in agreement with the local Council of People's Deputies. Shift schedules are brought to the attention of employees, as a rule, no later than one month before they come into effect. (as amended by Decrees of the Presidium of the Supreme Council of the RSFSR dated 02/05/1988, dated 08/12/1980) Commentary on Article 46Art.
Order on the transition to a five-day working week
If you want to increase or decrease the length of the working week, you must adhere to the following procedure:
1. Issue an order to switch to a different work schedule (five-day working week). The order must be drawn up in free form.
The order must indicate:
- a list of positions, professions or individual employees for which a new work schedule is established, for example, a five-day work week;
- the procedure for introducing a five-day working week;
- a list of employees who are responsible for the introduction of a five-day working week;
- deadlines for order execution.
Employees, if they switch to a new work schedule, must be familiarized with the order.
An example of an order to switch to a five-day work week:
Five day work week
Working hours are the distribution of working hours during a certain calendar period.
The regime may be the same for all employees of the company, or may vary for different categories of employees.
There are regular working hours, which are established for all or the majority of workers in the company, and special working hours, which differ from the usual working hours or the distribution of working hours. These include, for example, or.
Today we will talk about the standard five-day workweek: how many hours does a five-day work week last, how many days off are employees entitled to, etc.
- How many hours is a five-day work week?
Normal duration (normal hours). This norm does not depend on the following factors:
- working hours (for example, flexible work or a standard five-day work week)
- organizational and legal form of the company;
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2. Establish a different length of the working week (for example, five days or six days) in the internal labor regulations (collective agreement). Changes to the Internal Labor Regulations are formalized by order of the head of the enterprise or a person authorized by him, and in a collective agreement - by an additional agreement to it. All employees must be familiarized with all changes made to the Internal Labor Regulations or their new edition by signature.
3. Reflect the transition to a different length of the working week in employment contracts with employees for whom it is established, by drawing up additional agreements to employment contracts.
Sliding work schedule
17720 Page content Some enterprises, for objective reasons, cannot organize their work in such a way as to provide employees with days off on the same days.
Then you have to change the work schedule for the entire staff or specific employees.
One option could be sliding mode. It is necessary to distinguish work on a rotating schedule from flexible or shift work.
There are important differences that relate not only to recording hours worked, but also remuneration for work. Therefore, it is important to know the features of a sliding schedule, the nuances of its preparation, as well as legal ways to transfer an employee to it. According to the Labor Code of the Russian Federation (Article 100), an entrepreneur can establish one of 4 types of working week for staff.
Five days of work, two days off on the same days for everyone, usually at the end of the week.
Six working days with one fixed day off for all staff (most often Sunday, but other days of the week are possible).
Article 111 of the Labor Code of the Russian Federation establishes a general day off - Sunday. Is it legal to establish a five-day work week with days off on Monday and Tuesday in the internal labor regulations of an organization?
What about postponing holidays that fall on weekends?
Answer: Taking into account the norms of the Labor Code of the Russian Federation, with a 5-day working week, Sunday should be a day off, while the second day off may precede Sunday (Saturday) or follow it (Monday).
If the suspension of work at the employer is impossible due to production, technical and organizational conditions, days off may be provided on different days of the week.
At the same time, if the suspension of work on non-working holidays is impossible due to production, technical and organizational conditions, the transfer of days off is not carried out. Rationale: Weekends and working days are an integral part of the working hours. By working time regime, the Labor Code of the Russian Federation understands the distribution of working time during the day, week, month, or other calendar period.
In accordance with Art. 100 of the Labor Code of the Russian Federation, the working time regime must provide for the duration of the working week (five-day with two days off, six-day with one day off, work week with days off on a sliding schedule, part-time work week), work with irregular working hours for certain categories of workers, duration daily work (shift), including part-time work (shift), start and end times of work, time of breaks in work, number of shifts per day, alternation of working and non-working days, which are established by the internal labor regulations of the organization in accordance with the Labor Code of the Russian Federation , other federal laws, collective agreements, agreements, employment contracts.
As established by Art.
We create a rotating work schedule
The article from the magazine “MAIN BOOK” is current as of January 25, 2013 E.A.
Shapoval, lawyer, Ph.D. n. Cumulative accounting of working hours must be kept if the employee works an unequal number of hours each week, which is either more or less than the standard working time (40, 36, 35 or 24 hours).
This allows you to comply with the standard working hours for a longer accounting period - from a month to a year. Due to the specifics of their activities, some organizations work, albeit in one shift, but not on a five-day basis with two days off on Saturday and Sunday, but on a working week with days off on a staggered schedule.
If, due to this mode of operation, it is impossible to comply with the standard working hours per day or per week, then such organizations are required to maintain summarized records of working time.
In particular, this is work on a schedule of “a day in three” or “two in two”.
Is the employer obligated to draw up work schedules and inform employees a month in advance?
Due to the specifics of their activities, some organizations work, albeit in one shift, but not on a five-day basis with two days off on Saturday and Sunday, but on a working week with days off on a staggered schedule. If, due to this mode of operation, it is impossible to comply with the standard working hours per day or per week, then such organizations are required to maintain summarized records of working time.
Unlike shift schedules, which must be brought to the attention of employees at least a month in advance, the Labor Code of the Russian Federation does not directly define the time frame for communicating the schedule to employees when working in one shift with days off on a staggered schedule.
The employer is not obliged to familiarize employees with the monthly work schedule. The deadline for communicating the work schedule to employees must be fixed in local regulations.
Note: unfortunately, we cannot give you links to regulatory legal acts, so
