SAMPLE EMPLOYMENT AGREEMENT 2021

Employment contract form

Art.
67 of the Labor Code of the Russian Federation regulates that all labor relations between the management of the company and the employee must be documented in writing. The employment agreement must contain reliable information about the parties, the terms of execution of the agreement, indicating details and other required information. In its form, an employment agreement, as a rule, should contain the following structure:

Document title “Employment contract”
Place and date of his imprisonment.
Preamble, which displays the details of the parties.
Subject of the agreement.
Rights and obligations of the parties.
Opening hours and weekends.
Validity period of the document.
Conditions of remuneration of the employee.
Conditions for termination of the agreement.
Addresses and signatures of the parties.

The employment agreement is drawn up in 2 copies and personally signed by the parties.

Documentation

When concluding an employment agreement, the following documents are required:

Civil passport of the applicant for employment.
Labor book
SNILS certificate.
Military ID (for those liable for military service).

If a candidate for a vacancy does not have a work record book due to his first employment, the employer is obliged to create one himself.

Persons who apply for remote work prepare the necessary documents themselves, and then send them to the employer.

In addition to the basic mandatory documents, additional ones may be required:

Application for a job.
Educational documents (diploma, certificate, certificate of advanced training, etc.).
TIN
Certificates of marriage and presence of children.
Certificate 2-NDFL (for tax deductions for children)
Certificate of income for the last 2 years (for accrual of sick leave)
International passport.
Permit for employment (for migrants).
Certificate of income of the spouse.
Medical book (for some vacancies), certificate of absence of diseases that prevent work.
Certificate of no criminal record.

Note: The last 3 points apply to municipal and government employees and to employees of education, health care and law enforcement systems.

Structure and pattern

The agreement has a standard form, however, this document does not have a unified form. The employer focuses on a specific situation, but at the same time adheres to the basic rules for drawing up such documents - he includes in the contract all the sections and clauses required by law:

At the top, in the center of the sheet, is the title of the document. Just below is the name of the locality in which the document is signed and where the enterprise or organization is located. The date of preparation and signing (day, month and year) is also indicated.
The parties signing the document are listed under the heading. For a legal entity (enterprise, organization, institution), the name and full name of the representative (manager or authorized person), as well as his position, are indicated. For the employee, the full name, number and series of his passport, as well as his permanent residence address are indicated.
The first section discusses the subject of the agreement - that is, it explains why this document was drawn up. It is indicated what position the new employee is being hired for, and from what date he should begin his duties.
The address of the workplace, the type of contract (its duration) and what kind of place this work is for the person (main or additional) are also recorded.
The second paragraph is devoted to the rights and responsibilities of both parties. It clearly states what responsibilities are assigned to the employee and to whom he directly reports. The employee also undertakes not to disclose trade secrets, comply with internal regulations, take care of entrusted property and valuables, not violate discipline and treat his work with due responsibility.
The employer undertakes to ensure normal working conditions and compliance with all the rights of the employee - payment of wages and bonuses, payment of vacation periods and periods of sick leave, deduction of insurance premiums.
The third section is devoted to the terms of payment for labor activities. The exact salary is indicated here, as well as all the grounds and procedure for calculating additional payments. For example, the procedure for calculating funds for overtime working hours or work at night, holidays and weekends is determined.
The procedure for issuing accrued salaries and other payments must be indicated. For example, twice a month.
The fourth section indicates what work schedule the new employee will work on. Information is given on the number of working days per week, the duration of the shift (day). It is explained under what conditions the vacation period is granted and how long it lasts.
The fifth and sixth sections are devoted to social guarantees and compensation. It states here that insurance amounts are paid for the employee on the basis of labor legislation, and additional compensation is provided in accordance with the Labor Code and this document.
The seventh and eighth sections are devoted to listing the responsibilities of both parties and the grounds for termination of the document. For example, it is stated that the employee is responsible for damage or loss of entrusted values, and the employer is responsible for causing moral damage.
The ninth section fixes additional conditions (final provisions) - it indicates the non-disclosure of official and commercial information, the beginning of the document’s validity and other important points.
At the bottom, details are entered (passport data for the employee, registration number for the employer, postal addresses, telephone numbers, bank account numbers) and signatures are placed.
The document is sealed with the seal of a legal entity.

A sample of a standard employment contract with an employee can be downloaded here.

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Contents of the employment contract

The content of the employment agreement is regulated by Article 57 of the Labor Code of the Russian Federation, reflecting mandatory, additional, derivative and indicative conditions that must be included in the contract.
Mandatory conditions include:

Place of work
Labor obligations.
Date of starting work and its completion.
Payment for work activities.
Nature of work.
Social insurance.

The mandatory conditions of the TD are open. There are several types of mandatory conditions:

The conditions noted in Part 2 of Art. 57 Labor Code of the Russian Federation.
Conditions displayed for individual TD types (duration in fixed-term agreement).
Conditions relating to rights and obligations that are binding.
Place of work is the company with which the employee signs an employment agreement to carry out his work activities.
Labor obligations are work in accordance with the staffing table, profession, specialty, and displaying qualifications.

The content and scope of responsibilities is determined by the job description, which should be based on the principles:

Freedom of labor agreement.
Job stability.
The principle of certainty.

A change in work activity is possible only by agreement of the parties, drawn up in writing.

Date of starting work and its completion. The employment agreement begins to be valid from the moment it is signed, or from the date of actual start of work. The employee is obliged to return to work from the date specified in the employment agreement. If the start date of work is not specified in the TD, then the employee must go to work the next day after the start of the TD. Within a 3-day period, an order for employment must be issued, and within a 5-day period, an entry in the work book must be made.

When concluding an urgent TD, it must display the duration of validity or a specific date or period (for example, 1 year, for the period of maintenance of the baby, for the period of the employee’s illness). If the specified periods are not displayed, the TD will be indefinite.

Payment for work activities. The TD must display the salary amount, indicating incentive and compensation payments (additional payments, interest, etc.).
Nature of work. In this section of the TD it is required to display the daily routine at the company, indicating working hours, rest time, including:
Duration of basic paid leave.
Duration of additional paid leave.
The principle of dividing vacation days into parts.
Duration and types of breaks (break for lunch and rest, ranging from 30 minutes to 2 hours)
Presence of technical and technological interruptions.
Social insurance. This condition obliges the management of the company to insure the employee in the Pension Fund, Social Insurance Fund, and Compulsory Medical Insurance Fund.

Sample employment contract 2021

Moscow

Limited Liability Company "Verona" (Verona LLC) , hereinafter referred to as the "Employer", represented by General Director Sergei Fedorovich Vorobyov, acting on the basis of the Charter, on the one hand, and

Olga Evgenievna Pavlova , hereinafter referred to as the “Employee”, on the other hand, collectively referred to as the “Parties”, have entered into this employment agreement as follows.

General provisions. Subject of the agreement

1.1. An employee is hired by the Limited Liability Company "Verona" (LLC "Verona") (location - Moscow), in the HR department for the position of HR manager .

1.2. workplace is located in room No. 3 of the personnel management department.

1.3. Working conditions at the Employee’s workplace in terms of the degree of harmfulness and (or) danger are optimal (class 1) (based on the results of certification of workplaces for working conditions dated August 15, 2013).

1.4. The work under this employment contract is the main one for the Employee .

1.5. This employment contract is concluded for an indefinite period.

1.6. Work start date (date when the Employee starts work) — ————————

1.7. The employee is subject to a pre-employment test to verify his suitability for the assigned job. The trial period is 3 (three) months from the date of actual start of work. The probationary period does not include periods when the Employee was actually absent from work.

The criteria for successfully passing the test are the complete, high-quality and timely fulfillment by the Employee of the labor function provided for in this employment contract and job description, orders (instructions) of the Employer, orders of the immediate supervisor, local regulations and work requirements in force in the organization, labor discipline, labor protection regulations and safety precautions.

Rights and obligations of the Employee

2.1. The employee has the right to:

2.1.1. Amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws.

2.1.2. Providing work stipulated by this employment contract, as well as a workplace that meets state regulatory labor protection requirements.

2.1.3. Complete reliable information about working conditions and labor protection requirements in the workplace.

2.1.4. Providing the workplace with equipment, tools, technical documentation and other means necessary for the performance of work duties.

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

2.1.6. Rest , that is, compliance with daily working hours, provision of breaks for rest and meals, weekly days off, paid annual leave in accordance with this employment contract and the labor legislation of the Russian Federation.

2.1.7. Mandatory state social insurance in the manner and under the conditions established by the current legislation of the Russian Federation for the period of validity of this employment contract.

2.1.8. Exercise of other rights provided for by the labor legislation of the Russian Federation, Internal Labor Regulations and other local regulations.

2.2. The employee is obliged

2.2.1. Conscientiously perform the labor function corresponding to the position of HR manager, enshrined in the job description (Appendix No. 1), which is an integral part of this employment contract.

2.2.2. When performing a labor function, act in accordance with the legislation of the Russian Federation, Internal Labor Regulations, other local regulations, and the terms of this employment contract.

2.2.3. Comply with the Internal Labor Regulations, other local regulations, including orders (instructions) of the Employer, instructions, rules, etc.

2.2.4. Not to disclose confidential (commercial, technical, personal) information that became known to him in the process of performing his labor function.

2.2.5. Comply with labor protection , safety, fire safety and industrial sanitation requirements. If a situation arises that poses a threat to the life and health of people, or the safety of property, immediately report the incident to the Employer or immediate supervisor. If there is no threat to the life and health of the Employee, take measures to eliminate the causes and conditions that impede the normal performance of work.

2.2.6. Treat with care 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 and, if necessary, take measures to prevent damage to property.

2.3. Failure to include in the employment contract any of the rights and (or) obligations of the employee established by labor legislation and other regulatory legal acts containing labor law norms, local regulations, cannot be considered as a refusal to exercise these rights or fulfill these obligations.

Rights and obligations of the Employer

3.1. The employer has the right:

3.1.1. Change and terminate the employment contract with the Employee in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws.

3.1.2. Demand that the Employee fulfill his job duties and take care of the property of the Employer and other employees, comply with the Internal Labor Regulations and other local regulations, labor discipline, safety regulations, industrial sanitation and fire protection.

3.1.3. Encourage an employee for conscientious, effective work in the manner and under the conditions established by the Regulations on Remuneration (approved by Order No. 2 of January 28, 2011) and other local regulations of the Employer.

3.1.4. Provide voluntary medical insurance to the Employee in accordance with the Policy on Social Benefits for Employees (approved by Order No. 7 of January 20, 2014).

3.1.5. Monitor the Employee’s fulfillment of labor duties, compliance with labor discipline, safety regulations, industrial sanitation and fire protection, internal labor regulations and other local regulations.

3.1.6. Bring the Employee to disciplinary and financial liability for failure to perform or poor performance of the Employee’s labor duties in the manner established by the Labor Code of the Russian Federation and other federal laws.

3.1.7. Exercise other rights provided for by the labor legislation of the Russian Federation, Internal Labor Regulations and other local regulations.

3.2. The employer is obliged

3.2.1. Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of agreements and this employment contract.

3.2.2. Provide the Employee with work in accordance with the terms of this employment contract.

3.2.3. Ensure safe working conditions in accordance with labor protection requirements.

3.2.4. Provide the Employee with a properly equipped workplace, provide him with equipment, tools, technical documentation and other means necessary to perform his job duties.

3.2.5. Keep records of working hours actually worked by the Employee.

3.2.6. Provide the Employee with timely and full payment of wages in accordance with his qualifications, complexity of work and quality of work performed.

3.2.7. Introduce the Employee, against signature, to the adopted local regulations directly related to his work activity.

3.2.8. Carry out compulsory social insurance of the Employee in the manner established by the current legislation of the Russian Federation.

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

3.2.10. Maintain a work record book for the Employee in accordance with the legislation of the Russian Federation.

3.2.11. Perform other duties provided for by labor legislation, including legislation on special assessment of working conditions, and other regulatory legal acts containing labor law standards, agreements, local regulations and this employment contract.

Working time and rest time

4.1. The employee is assigned a normal working time of 40 hours per week.

4.2. The employee has the following working hours:

five-day work week with two days off (Saturday and Sunday);
Duration of daily work - 8 hours;
start of work - 09.00, end of work - 18.00;
break for rest and food - 1 hour (from 13.00 to 14.00).

4.2.1. The Employer has the right to engage the Employee to work on weekends and non-working holidays, as well as overtime work in the manner and under the conditions established by labor legislation.

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

4.3.1. The right to use vacation for the first year of work arises for the Employee after six months of continuous work with this Employer. By agreement of the Parties, as well as in cases established by law, paid leave may be granted to the Employee before the expiration of six months.

4.3.2. Vacation for the second and subsequent years of work may be granted to the Employee at any time of the working year in accordance with the vacation schedule.

4.3.3. If the Employee wishes to take annual paid leave in a period other than that provided for in the vacation schedule, he must notify the Employer in writing about this no later than 2 weeks before the intended vacation. Changes in the terms of granting leave in this case are made by agreement of the Parties.

4.3.4. By agreement of the Parties, annual paid leave may be provided to the Employee in installments. In this case, at least one part of the vacation must be at least 14 calendar days.

4.4. For family reasons and other valid reasons, the Employer may, upon his/her application, grant leave without pay.

4.4.1. In cases provided for by law, the Employer is obliged to provide the Employee with leave without pay.

Terms of payment

5.1. salary in accordance with the Employer’s current remuneration system consists of the official salary.

5.2. For performing a labor function, the Employee is set a salary of 27,000 (twenty-seven thousand) rubles per month.

5.3. An employee may be paid a bonus in the amount of up to 50 percent of the salary, subject to the conditions and procedure established by the Regulations on Remuneration (approved by Order No. 2 of January 28, 2011).

5.4. Wages are paid to the Employee at least every half month (on the 20th of the current month - for the first half of the month and on the 5th of the month following the month worked - the final payment for the month worked). If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day. Payment for vacation is made no later than three days before it starts.

5.5. Payment of wages is made in the currency of the Russian Federation in non-cash form by transferring it to the Employee’s bank account specified by him for this purpose. The application with bank account details is submitted by the Employee to the Employer’s accounting department.

Responsibility of the Parties

6.1. The parties are responsible for non-fulfillment or improper fulfillment of their duties and obligations established by law, Internal Labor Regulations, other local regulations of the Employer and this employment contract.

6.2. For non-fulfillment or improper fulfillment by the Employee, duties assigned to him, disciplinary sanctions may be applied to the Employee, provided for in Art. 192 Labor Code of the Russian Federation.

6.3. The parties may be held liable for material and other types of legal liability in cases and in the manner provided for by the Labor Code of the Russian Federation and other federal laws.

6.3.1. The employer bears financial and other liability in accordance with the current legislation of the Russian Federation in the following cases:

illegal deprivation of the Employee's opportunity to work;
causing damage to the Employee's property;
delays in payment of wages to the Employee;
causing moral harm to the Employee;
other cases provided for by the legislation of the Russian Federation.

6.3.2. The Employee is financially liable both for direct actual damage directly caused by him to the Employer, and for damage incurred by the Employer as a result of compensation for damage to third parties.

Change and termination of an employment contract

7.1. Changes to the terms of the employment contract determined by the parties only by agreement of the Parties, which is formalized by an additional agreement, which is an integral part of this employment contract.

7.1.1. Changes and additions to the terms of this employment contract can be made by agreement of the Parties when changing the legislation of the Russian Federation, the collective agreement, local regulations of the Employer, as well as in other cases provided for by the Labor Code of the Russian Federation.

7.2. This employment contract can be terminated only on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

7.2.1. Guarantees and compensation related to termination of an employment contract are provided to the Employee in accordance with the norms of the Labor Code of the Russian Federation and other federal laws.

Final provisions

8.1. Disputes or disagreements between the Parties that arise during the implementation of the terms of this agreement shall be resolved through direct negotiations between the Employee and the Employer.

8.1.1. If an agreement between the Parties has not been reached, then the dispute must be resolved in the manner established by the legislation of the Russian Federation.

8.2. In all other respects that are not provided for in this employment contract, the Parties are guided by the legislation of the Russian Federation.

8.3. The terms of this agreement are not subject to disclosure or publication in the press.

8.4. This agreement has been drawn up in two copies having equal legal force, one of which is kept by the Employer, and the other by the Employee.

Before signing this employment contract, the Employee is familiar with the following local regulations:

How to draw up an employment contract with an employee in 2021

Evasion from concluding a TD or drawing up such an agreement with errors threatens the head of the company with administrative fines.
To correctly prepare a TD, you need to read Art. 57 of the Labor Code of the Russian Federation, which displays a list of mandatory data that must be displayed in the employment agreement. The document must include:

FULL NAME. employee and company name.
Details of documents confirming the identity of the applicant for the vacancy and the employer, if he is an individual.
Employee TIN.
Information about the company representative authorized to sign the TD. It is important to follow the rule that the one who is written in the preamble of the TD is also obliged to sign at the end of the document.
Place and date of registration of the TD.

According to Part 3 of Art. 57 of the Labor Code of the Russian Federation, the missing data can be entered manually directly into the text of the TD.

Labor activity. Lawyers do not have a single interpretation of what work means, so it is advisable to display the position, profession, specialty in the document and specify the implied obligations, for example: accounting, communication with clients, etc. You can display job obligations in the TD text or attach a job description, displaying the conditions of the nature of the work (mobile, traveling, on the road, etc.).
Work start date. The date of arrival at the company may not coincide with the time of registration of the TD. If a specialist went to work by verbal agreement with the company’s management, then the boss is obliged to issue a TD within 3 days.
Terms of remuneration. In this section, the head of the company must display the specialist’s tariff rate or salary, allowances and bonuses and other financial incentives. It is also necessary to familiarize the specialist with internal departmental regulations, daily routines, collective agreements, regulations on bonuses and other compensatory and incentive payments (additional payment for night work, for length of service, bonus based on annual work results, etc.).

Note. The employment agreement cannot indicate that “the specialist may be accrued other additional payments...”, since this is considered a violation of Art. 57 Labor Code of the Russian Federation.

Condition for mandatory insurance of a specialist. Here, the management of the company can limit itself to the phrase that the specialist is included in the compulsory social insurance program, in accordance with this legislation.

At the end of the document, the parties sign. The employment agreement is drawn up in 2 copies, each having equal legal force. One copy is given to the employee, the second, with the employee’s signature confirming receipt of the first copy, is sent to the company’s human resources department.

Job description of a 6th grade milkmaid (milkmaid)

Rights 4.1. A milker of the 4th category has the right: - to all social guarantees provided for by the legislation of the Russian Federation; — demand from the management of the enterprise assistance in the performance of their official duties and the exercise of rights; — get acquainted with the local acts of the enterprise, draft decisions of the enterprise management relating to its activities; - submit proposals for improvement of the organization and methods of work performed by the enterprise management for consideration; — demand the creation of conditions for the performance of official duties, including the provision of the necessary equipment, inventory, etc.; — request personally or on behalf of the immediate supervisor the documents necessary to perform their official duties; - improve your professional qualifications. 5. Responsibility 5.1.

The procedure for terminating an employment contract with an employee

The Labor Code of the Russian Federation provides for the possibility of terminating an employment agreement at the initiative of any party.
The general procedure for terminating an employment relationship is as follows:

Regardless of the circumstances and the initiator of the severance of the relationship, the termination of a trade union is accompanied by the issuance of an order on the expulsion of the working person, with whom he must be familiarized with signature.
If the expelled specialist refuses to sign the order, this will be shown in the presence of at least two witnesses.
Then the employer is obliged to make a corresponding entry in the work book and issue it, along with the final payment, to the dismissed person on the final date of his work.

The following types of severance of employment relations are distinguished:

Termination of TD at the initiative of the employee.
Termination of TD by agreement of the parties.
Completion of urgent TD.
Severance of labor relations at the initiative of the administration.

Termination of TD at the initiative of the employee

In other words, this is leaving work at will, when the employee submits an application and works for a 2-week period before actual dismissal (if the manager leaves work, the work is one month).

At the same time, an employee can leave the company without working on the following grounds:

Violation of TD by the management of the company.
Moving to another region.
Upon retirement.
Upon enrollment in an educational institution.
Due to deteriorating health

During the service period, the employee has the right to change his mind and withdraw his resignation letter.

Termination of TD by agreement of the parties

In this option, an agreement to terminate the labor contract is drawn up and, if there are no claims from the parties, the application is signed by a personnel employee and the further procedure is carried out in accordance with the general procedure for terminating employment relationships.

Completion of urgent TD

The management of the institution must notify employees of the termination of a fixed-term employment agreement 3 days before the expiration of the TD. However, the boss can fire a pregnant employee only after completing her maternity leave.

Severance of labor relations at the initiative of the administration

The company's management has the right to break off relations with an employee, both on general and additional grounds.

General reasons include:

Liquidation of the institution.
Reduction in numbers.
Inconsistency of the employed person with the vacancy.
Failure of an employee to fulfill labor obligations.
Waste of company property.
Forgery of documents, etc.

All of the above facts must be documented. At the same time, the manager does not have the right to terminate the TD when the employee is on vacation or sick leave.

Additional grounds include the conditions for severing labor relations, enshrined in intradepartmental regulatory documents.

Note. It is impossible to terminate a TD at the initiative of the company’s management if the employee is pregnant, is a mother supporting an infant under 3 years of age, is a single mother supporting a child under 14 years of age, or a disabled child under 18 years of age.

In addition to the listed grounds for termination of a trade union, the relationship can be terminated by transfer if there is an application from the employee and confirmation from another company, when there is a change in management, etc.

The basis for deduction may also be circumstances beyond the control of the parties.

This may include:

Call for military service
Recognition of a worker as disabled
When reinstating a former employee
Death or unknown absence of an employee, etc.

In such cases, supporting documents are required as a basis for deduction.

Also, a TD can be terminated if it is declared invalid, that is, it was concluded in violation of the Labor Code of the Russian Federation.

In any case of severance of relations, the expulsion procedure is carried out in accordance with the general procedure for terminating a TD, starting with the order of expulsion.

Additional agreements to the employment contract

If mutually agreed upon by the parties, additional clauses may be included in the contract that do not infringe on the rights of the employee, in accordance with the Labor Code of the Russian Federation, for example:

non-disclosure agreement of trade secrets;
opportunity to undergo training and terms of service, if paid for by the employer
terms of additional insurance
improving the employee's living conditions
additional social package.

An employer does not have the right to require an employee to perform duties that are not included in the employment contract.

Sample employment contract with an employee in 2021

Form of employment contract with employee

Rights and obligations of the Employer (Sample employment contract 2017)

3.1. The employer has the right:

3.1.1. Change and terminate the employment contract with the Employee in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws.

3.1.4. Provide voluntary medical insurance to the Employee in accordance with the Policy on Social Benefits for Employees (approved by Order No. 7 of January 20, 2014).

3.1.6. Bring the Employee to disciplinary and financial liability for failure to perform or poor performance of the Employee’s labor duties in the manner established by the Labor Code of the Russian Federation and other federal laws.

3.1.7. Exercise other rights provided for by the labor legislation of the Russian Federation, Internal Labor Regulations and other local regulations.

3.2. The employer is obliged to: (Sample employment contract 2017)

3.2.1. Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of agreements and this employment contract.

3.2.2. Provide the Employee with work in accordance with the terms of this employment contract.

3.2.3. Ensure safe working conditions in accordance with labor protection requirements.

3.2.4. Provide the Employee with a properly equipped workplace, provide him with equipment, tools, technical documentation and other means necessary to perform his job duties.

3.2.5. Keep records of working hours actually worked by the Employee.

3.2.6. Provide the Employee with timely and full payment of wages in accordance with his qualifications, complexity of work and quality of work performed.

3.2.7. Introduce the Employee, against signature, to the adopted local regulations directly related to his work activity.

3.2.8. Carry out compulsory social insurance of the Employee in the manner established by the current legislation of the Russian Federation.

3.2.10. Maintain a work record book for the Employee in accordance with the legislation of the Russian Federation.

How to fill out a standard employment contract

The data for concluding a TD fits into a standard template according to the application of the person being hired and the documents provided by him. Personal documents are copied to confirm their provision; they cannot be left in the HR department. Coordination with the immediate supervisor, legal department, security service, etc. are noted on the application before filling out the TD. The employment order is issued after the conclusion of the contract. The TD is printed in 2 copies: one remains at the enterprise, the other is given to the employee. It is better if the employee signs on the company’s copy to receive his copy. You can provide the appropriate details in advance.

“Sample of a standard employment contract 2016”