Not every employee working at a particular enterprise knows that the vacation schedule is not a simple piece of paper - it is a normative act that operates within the same company and sets the order for employees to leave for a planned vacation.
The labor code clearly states that annual planned leave should last at least 28 calendar days. Please note that the calculation of the rest is not based on the calendar year, but is calculated from the moment the employee got a job. This means that if an employee, for example, got a job on May 15, then he has the right to a planned vacation, starting from April 15 of the next year after employment.
At the same time, the law states that employees who have just started working at the enterprise have the right to leave on leave after working for 6 months. And only in the following years, employees have the right to leave for the planned vacation once a year, regardless of the number of the employee’s enrollment.
The vacation schedule is a mandatory regulatory act governing relations between the employer and his employees, which means that both parties must be familiar with it on time. Labor legislation stipulates that filling out the vacation schedule, as well as approving the vacation schedule, is done no later than 2 weeks before the start of the new year. In addition, it is the responsibility of each employer to familiarize themselves with the timetable for all employees without exception, who must put their signature on this document. At the same time, the employee receives a notice of the terms of his vacation no later than 2 weeks before its start.
When making a vacation schedule, the employer is obliged to comply with all labor law standards, while observing, if possible, the wishes of each employee and the specifics of their work.
If desired by the employee and with the consent of the employer, annual paid leave can be divided into several parts. It should be borne in mind that the law prescribes that one of these parts must last at least two calendar weeks, that is, 14 days.
It is also allowed to enter the already approved vacation schedule. Such corrections must be clearly coordinated with those employees whom they relate to and may be related both to the employee’s desire to postpone the annual vacation and to the hiring of a new specialist.
The provision of annual leave for each individual employee is made out in the form of an order for the enterprise. This also applies to individual entrepreneurs who must issue an order or instruction. In this case, no documents are required from the employee. If he, in agreement with the leadership, wants to get an unplanned vacation or to postpone the vacation, such a desire must be made out in the form of a statement.
Calculation of mandatory payments intended for the employee during the annual mandatory vacation is made out in the form of a note-calculation. In this case, the main part of the payments is the salary calculated for the tariff saved for the rest period. For the correct calculation of wages, payments made over the past 12 months are taken. Current legislation allows entrepreneurs to introduce another system for calculating payments made during the holiday period. The only point that you should pay attention to is the requirement that another calculation method should not worsen the situation of employees.
In addition to mandatory payments during the holidays, there are optional payments that the employer may issue at his discretion, for example, bonuses.