In the summer, the problems of sending employees on vacation, as well as the preparation of all necessary documents, become especially relevant. The order on granting vacation is one of those documents on the basis of which the fact of providing the employee of the enterprise with annual rest is recorded. More often than not, a vacation order is issued by the chief executive of a company or enterprise, and the order for the provision of annual vacations in connection with the schedule is signed by the organization’s officials.
The right to apply for a vacation to employees of the company is granted in connection with the schedule, which is drawn up on the basis of priority. The very procedure for providing employees with leave is regulated by the Labor Code. It is on the basis of this code that the order on the approval of holidays is valid. For company leaders, sending an employee on vacation is one of the social components of receiving an employee and observing his social guarantees as a worker.
Basically, the Labor Code divides 3 types of holidays: annual paid (labor) rest, additional regular rest and rest at the expense of an employee of the organization. Other types of vacation types are established directly by the employer, and are prescribed in the collective agreement upon employment. The employment contract of each individual employee often provides for types of leave different from the Labor Code that are related to the provision of bonuses or other grounds. But the vacation order in such cases is issued according to the standard procedure.
All the basic principles for providing a rest order are disclosed in articles 114 and 128 of the Labor Code. According to them, each of the employees of the company has the right to the next annual labor leave. Moreover, the duration of such a vacation is also indicated here - 28-30 calendar days. A vacation order of 28 calendar days can only be drawn up if the employee has worked for more than one year at the enterprise.
The date of the device and the start of work at this enterprise, and not every January 1 of the current year, is taken as the starting point. As a rule, the beginning of labor activity of an employee at an enterprise coincides with the date of arrangement and execution of an employment contract. Moreover, the employee’s experience includes all the days in which the employee was directly at work, as well as the leave that he took at his own expense to care for the child or for other good reasons.
In addition, the Labor Code lists all the documents that are required to sign a vacation order. The documents required to issue an order confirming the employee’s right to the next annual vacation include:
1. If you are going on maternity and childcare leave, you will need to show a certificate of incapacity for work. In addition, a leave order in connection with the birth of a child in the family must necessarily be supported by a birth certificate;
2. If you urgently need study leave, you must provide a certificate - a call from this educational institution;
3. If an employee takes leave for work experience, which is provided only to certain categories of workers in accordance with the charters of federal law, then you will be required to confirm your work experience and extract from your personal file.
Also, it is worth noting that vacation is granted for a certain number of days, the list of which does not include holidays. This approach was established in article 112 of the Labor Code. So, if holidays fall during the period of your vacation, they will not relate to the total duration of the vacation.