The normal working week is forty hours. However, according to labor standards, individual workers are entitled to shortened or part-time jobs. Despite the apparent similarity of the name, these concepts are not identical: they are used for various reasons and entail different consequences.
Underemployment - what is it?
By agreement with the employer, certain categories of employees may work part-time. This is possible by reducing the number of hours worked per week (for example, from forty to thirty) or by reducing the number of days worked per week while maintaining their standard duration (for example, working eight hours from Monday to Thursday).
Payment under such a schedule will be carried out either for hours worked, or for the amount of work performed. It is worth emphasizing that this type of employment does not affect either vacation or the calculation of seniority , that is, vacation, seniority, sick leave, and other payments will be considered the same as for full-time work (week).
Who is entitled to part-time work?
An application for transfer to an incomplete schedule can be submitted by:
- pregnant women;
- raising a child under the age of fourteen;
- workers raising a disabled child up to his full age;
- employees caring for a sick family member.
The reduction of the week (day) is established by him on their personal application, while the employer has no right to refuse, regardless of the nature of the work.
Part-time employment is also possible for employees raising children up to three years old, while retaining care leave and the right to benefits.
Part-time work at the initiative of the employee can be set for a certain period (for example, until the child reaches any age) or indefinitely.
Part-time by order of employer
In some cases, the employer may transfer his employees part-time. For example, this is possible with the reorganization or change of technology and production conditions. In this case, it is necessary to notify each employee in writing two months (or earlier) before the introduction of a new regime. In addition, the employment service is also required to notify the employment service within three days. Part-time work at the request of the employer cannot be set for a period of more than six months. The employee reserves the right to refuse to work on an incomplete schedule. In this case, he should not be dismissed at his own request, but to reduce staff.
As in the first case, payment will be made on the basis of the actual hours worked (shifts), with the right to a full vacation remaining and the time worked added to the experience.
Shortened working hours
Unlike incomplete, an abbreviated day is established without fail, regardless of the desire of the employee or employer, to the following categories:
- teachers and working in harmful and / or dangerous conditions - 36 hours;
- disabled people of the first and second groups - 35 hours:
- employees under sixteen years - 24 hours.
The working day is reduced by an hour for absolutely all employees on the pre-holiday day, including if the holiday fell on the weekend and was rescheduled. In addition, a shorter day can be set for other categories of employees, for example, working with chemical weapons, materials infected with the immunodeficiency virus, doctors, and also in certain cases, for example, in the summer months.
Payment for reduced working time is charged as for the full worked. In other words, a reduced number of hours for these categories of employees is the norm, and only their shortage will lead to the need for recalculation of salaries.
Thus, the concepts of shortened and incomplete time are different. The first is a variant of the norm, the second is the possibility of reducing it without saving earnings for unworked hours.