Part-time work week. Part-time work hours. Implementation by order of the owner

An employee wants to work only until lunch. But not forever, but within 2 weeks. Is it possible? If yes, how to arrange it correctly? And is it necessary to make such changes, because the period is very short?

It's possible. According to the norms of Article 93 Labor Code RF:

« By agreement of the parties to the employment contract, the employee, both at the time of hiring and subsequently, may be assigned part-time work (part-time (shift) and (or) part-time work week, including with the division of the working day into parts). Part-time work can be established both without time limit and for any period agreed by the parties to the employment contract.

The employer is obliged establish part-time work at the request of a pregnant woman, one of the parents (guardian, trustee) who has a child under the age of fourteen (a disabled child under the age of eighteen), as well as a person caring for a sick family member in accordance with medical conclusion issued in the manner prescribed federal laws and other regulatory legal acts Russian Federation. At the same time, part-time work is set for a period convenient for the employee, but not more than for the period of existence of the circumstances that were the basis for the mandatory establishment of part-time work, and the mode of working time and rest time, including the duration of daily work (shift), the start and end time of work, the time of breaks in work, is established in accordance with the wishes of the employee, taking into account the conditions of production (work) at this employer.

When working on a part-time basis, the employee is paid in proportion to the time worked by him or depending on the amount of work performed by him.

Work on a part-time basis does not entail any restrictions for employees on the duration of the annual basic paid leave, the calculation of seniority and other labor rights.

In practice, usually an employee who wants to work part-time writes an application for the temporary establishment of part-time work for him. In the application, he indicates how many hours he plans to work daily, the desired work schedule, the term, the duration of the establishment of part-time work (in your case, 2 weeks, from such and such to such and such a date).

Due to the fact that when switching to part-time work, the terms of the employment contract change (even if temporary, for only 2 weeks), it is necessary to conclude an agreement on changing the terms of the employment contract (additional agreement to the employment contract), where to stipulate the temporary establishment of incomplete working day for the employee, all its details, other conditions (if any).

After that, an order is issued on the temporary establishment of part-time work for the employee.

Important detail!

If an employee plans to work until lunch and does not need a break for rest and food, it is important to arrange this correctly. According to Part 1 of Art. 108 of the Labor Code of the Russian Federation “during the working day (shift), the employee must be given a break for rest and meals lasting no more than two hours and at least 30 minutes, which is not included in working hours. Internal labor regulations or employment contract it may be provided that said break may not be granted employee, if the duration set for him daily work (shift) does not exceed four hours».

Date of last revision: 07.09.2018

The book is intended primarily for beginners. personnel office work, but it will be very useful for experienced professionals with experience leading personnel work in organizations and entrepreneurs. The first volume describes in detail the execution of various personnel documents, the hiring of employees, transfers to another job and other changes in the terms of the employment contract (by agreement of the parties and at the initiative of the employer), the transfer of employees to another workplace, on suspension from work, assignment to an employee of additional work in the order of combining positions (professions), expanding service areas, increasing the volume of work, fulfilling the duties of a temporarily absent employee, concerns the protection of the trade secret of the employer and personal data of employees.

1. The term "part-time work" used in Article 93 of the Labor Code of the Russian Federation covers both part-time work and part-time work.

With part-time work, the number of hours of work per day is reduced compared to what is established in the organization by the schedule or schedule for this category of workers (for example, instead of 8 hours - 4).

Part-time working week means setting fewer working days per week (less than 5 or 6 days). It is also possible to establish an employee with a part-time working week with part-time work (for example, 3 working days a week for 4 hours each).

Unlike reduced working time, which is a full measure of the duration of work established by law for certain working conditions or categories of workers (Article 92 of the Labor Code), part-time work is only part of this measure. Therefore, with part-time work, remuneration is made in proportion to the hours worked, and with piecework pay, depending on the output.

Part-time work is usually established by agreement of the parties to the employment contract. Such an agreement can be reached both when applying for a job, and during the period of work. The condition of part-time work must be reflected in the employment contract or drawn up as an addition to it.

2. The law does not limit the circle of persons for whom part-time work is allowed. It can be established by any employee at his request and with the consent of the employer. At the same time, in certain cases, the employer is obliged to establish for the employee, at his request, a part-time working day or a part-time working week. Yes, part-time work without fail installed at the request of: a pregnant woman; one of the parents (guardian, trustee) who has a child under the age of 14 (a disabled child under 18), as well as a person caring for a sick family member in accordance with a medical certificate issued in accordance with the procedure established by federal and other regulatory legal acts of the Russian Federation.

Consolidation of the right to mandatory establishment of a part-time regime of only one of the parents who has a child under the age of 14 (a disabled child under 18) means that if the need for such a regime arises with the second parent, he must resolve this issue in in general order, i.e. by agreement with the employer.

In addition to the above categories of persons, the employer is obliged to establish part-time work at the request of the disabled person, if such a regime is necessary for him in accordance with the individual rehabilitation program, which is mandatory for organizations regardless of their organizational and legal forms (Article 11 and Article 23 of the Law on the Protection of Disabled Persons ).

The refusal of the employer to satisfy such a request may be appealed to the labor dispute resolution bodies.

3. Part-time work is established for a fixed period or without specifying a period. At the same time, work on a part-time or part-time working week is indicated in the content of the employment contract (see article 57 and comments to it).

Part-time workers have the same labor rights as full-time workers. They are entitled to full annual and study leave; the time of work is counted in the length of service as full-time work; weekends and holidays provided in accordance with labor laws.

In work books, a mark on work with part-time work is not made.

On part-time work for women and other persons on leave to care for a child under the age of 3, see Part 3 of Art. 256 and comment. To her.

Part-time work can be established not only at the request of the employee and in his interests, but also at the initiative of the employer. Transfer to part-time work is possible in connection with changes in organizational or technological working conditions, taking into account the opinion of the elected trade union body of this organization for up to 6 months.

For the transfer to this mode, see comments. to Art. 74.

Persons hired on a part-time or part-time working week, as well as those employed at half the rate (salary) in accordance with an employment contract, are included in the list of employees of the organization. In the headcount, the specified employees are taken into account for each calendar day as whole units, including non-working days of the week, due to employment.

Persons who worked part-time in accordance with an employment contract or transferred with the written consent of the employee to part-time work, when determining average headcount employees are counted pro rata to hours worked (see Instructions for Completing the Federal statistical observation N 1-T "Information on the number and wages of employees", approved. Decree of Rosstat of October 13, 2008 N 258 // Questions of statistics. 2009. No. 1).

How to set part-time mode?

On whose initiative can the working day be shortened?

How to pay vacation for an employee on a shortened work schedule?

As you know, the Labor Code orders to work no more than 40 hours a week. This duration is considered normal. For certain categories of workers, this rate is slightly less. However, by agreement of the employees and the employer, the duration of work can be further reduced. This happens if there is a need to establish a part-time regime (Article 93 of the Labor Code of the Russian Federation). Moreover, both the working day and the working week can be incomplete.

In the part-time mode, it is possible to agree on almost any of its duration. It is only necessary to draw up a few documents.

shortened day

With part-time work, the length of time employees spend at the workplace is reduced. Moreover, such a regime can be established both immediately upon employment, and in the future, if the parties to the employment contract so wish.

With an incomplete day, the number of working hours during the day is reduced (for example, four hours a day instead of eight). If an incomplete week is set, the number of days of work during which the employee must work the prescribed 8 hours is reduced. A mixed option is also possible: several days a week for several hours. For example, three days for four hours, instead of five days for eight hours.

The initiative to introduce part-time work or a week can come from both the employee and the entrepreneur. Please note that a pregnant woman, a parent of a child under the age of 14, or a caregiver of a sick family member cannot refuse such a request. In addition, the employee will have to meet halfway in setting him part-time work even if he is on parental leave. And this rule concerns not only the mother, but also the father of the child, grandparents and other relatives and guardians who actually care for the child (Article 256 of the Labor Code of the Russian Federation).

Professionals working part time, rely on the same guarantees as the rest - days off, vacations, lunch breaks, etc.

Documentation at the request of the employee

If part-time is set when hiring, the condition for its duration must be fixed in the employment contract. With the current employee, you will have to sign an additional agreement to the employment contract.

Registration of part-time work depends, first of all, on whose initiative it is: an employee or an individual entrepreneur.

If an employee wants to reduce the duration of work, he must write a corresponding application. There is no special form for it, but it must be indicated in it:

- desired length of the day or week;

– type of part-time work;

- the date from which the employee asks to change his working hours.

If the employee has grounds on which he cannot be denied this request, their confirmation must be attached to the application: a certificate of pregnancy, a sick leave certificate for caring for a sick family member, etc.

If you have no objections, you can proceed to signing an additional agreement to the employment contract. It indicates the new working conditions and the date from which they begin to operate. Specify in the agreement a specific mode of working hours: the duration of the working week, the time of the beginning and end of the working day, breaks, etc.

The agreement is drawn up in two copies, signed by the employee and the employer, and then one copy is handed to the employee against signature. An additional agreement to an employment contract may look, for example, as shown in sample 1.

Sample 1

Additional agreement to the employment contract on the establishment of part-time work

Based on the application and the supplementary agreement to the employment contract, an order should be issued (sample 2). There is no unified form of the order to establish part-time work, so the entrepreneur is free to issue it on his own. Indicate in it the date of establishment of part-time work, the duration of working hours and the specific mode of work of the employee. Part-time work can be established both for a fixed period and indefinitely. If this mode is introduced temporarily (for example, for the summer), this period should be indicated in the order.

Sample 2

Order on the establishment of part-time work

Documentation at the request of the entrepreneur

The situation is more complicated if the initiative to reduce working hours comes from the employer. In this case, the duration of such a mode of operation cannot exceed six months (Article 74 of the Labor Code of the Russian Federation). An entrepreneur can reduce the working time for his staff if this is due to changes in organizational working conditions and production technology, which may lead to mass layoffs of workers.

When deciding to reduce working hours, first of all, an order should be issued. It indicates the reasons that caused the change in working conditions, the units in respect of which such a regime is introduced, and the period of its validity.

Employees must be notified in writing of the signing of this document. Please note that a reduction in working hours can be introduced no earlier than two months after the issuance of the order and notification of employees about it. Indicate in the notice that if the employee does not agree with the changes, the employee must report this in writing, and set an appropriate deadline for this.

Further, everything depends on the decision of the workers. If they agree to a reduction in working hours, an additional agreement is signed to the employment contract. How to make it, we have already told. If not, labor contract is terminated (clause 2, article 81 of the Labor Code of the Russian Federation). You will need to get written confirmation of the decision made by the employee (consent or refusal).

Information about the transfer to part-time work is not entered either in the work book or in the employee's personal card (form No. T-2).

When establishing a part-time working regime, the employer is obliged to inform the employment service about this in writing within three working days after the adoption of the relevant decision (clause 2, article 25 of the Law of the Russian Federation of April 19, 1991 No. 1032-1 “On employment in the Russian Federation ").

Accounting and payroll

As you know, working hours are recorded in the time sheet (form No. T-13). Filling out the time sheet depends on what type of part-time work is set for the staff.

In case of a part-time working week, days defined as non-working days are marked as days off in the time sheet (letter "B"). Please note that you need to involve an employee in work on such days in the manner established for engaging in work on weekends, and pay them according to the rules for paying holidays. In case of part-time work, the actual number of hours worked is entered in the timesheet for the relevant employees. If the entrepreneur intends to attract a part-time worker beyond its duration, this will be considered overtime work, which must be paid in one and a half or double amounts (Article 152 of the Labor Code of the Russian Federation).

When working on a part-time basis, remuneration is made in proportion to the time worked by him or depending on the amount of work performed. Let's take an example.

Example

Individual entrepreneur Kuznetsov V.A. established a part-time mode for accounting: for the chief accountant - a part-time work week with work on Monday, Wednesday and Friday, for an assistant accountant - part-time work, daily for 4 hours instead of 8. The salary of the chief accountant is 30,000 rubles, the salary of an assistant accountant - 15,000 rubles. Let's calculate their salary for June 2011. There are 21 working days in June.

Salary of the chief accountant = 30,000 rubles. / 21 w.d. x 12 w.d. = 17,142 rubles. 86 kop.

Salary of an assistant accountant = 15,000 rubles. x 4/8 = 7,500 rubles.

Please note: the introduction of part-time work does not entail a change in the staffing table in terms of the salaries originally set. And in staffing, and in employment contracts salaries remain the same.

Vacation and sick leave

Granting leave to employees working on a part-time or weekly basis is carried out on a general basis. They set the annual basic paid leave of the same duration as full-time employees: 28 calendar days or more than 28 calendar days, if the law provides for an extended vacation.

In accordance with paragraph 12 of the Regulations approved by Decree of the Government of the Russian Federation of December 24, 2007 No. 922, when working on a part-time basis, the average daily earnings for vacation pay and compensation for unused vacation are calculated similarly to the calculation for normal duration working time. It does not matter that in the billing period the working hours were changed (letter of Rostrud dated July 28, 2008 No. 1730-6-0). That is, the average daily earnings for the payment of vacations provided in calendar days and the payment of compensation for unused vacation is calculated by dividing the amount wages, actually accrued for the billing period, by 12 and by the average monthly number of calendar days (29.4).

Now a few words about sick leave.

In accordance with the regulation on their payment, approved by Decree of the Government of the Russian Federation of June 15, 2007 No. 375, when a part-time work regime is established for a sick person, the average daily earnings are determined in a general manner: by dividing the amount of earnings accrued for the billing period by the number of calendar days falling on this period, with the exception of calendar days falling on periods not taken into account when calculating average earnings.

The days when the employee did not work during the part-time work week are considered in full. To determine the amount of benefits, the average daily earnings are multiplied by the number of calendar days of temporary disability payable. At the same time, the mode of work - part-time work week or part-time work - does not matter for calculating benefits.

New edition Art. 93 of the Labor Code of the Russian Federation

By agreement of the parties to the employment contract, the employee, both at the time of hiring and subsequently, may be assigned part-time work (part-time work (shift) and (or) part-time work week, including with the division of the working day into parts). Part-time work can be established both without a time limit, and for any period agreed by the parties to the employment contract.

The employer is obliged to establish part-time work at the request of a pregnant woman, one of the parents (guardian, trustee) who has a child under the age of fourteen (a disabled child under the age of eighteen), as well as a person caring for a sick family member in accordance with with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation. At the same time, part-time work is set for a period convenient for the employee, but not more than for the period of existence of the circumstances that served as the basis for the mandatory establishment of part-time work, and the mode of working time and rest time, including the duration of daily work (shift), start and end times work, the time of breaks in work, is set in accordance with the wishes of the employee, taking into account the conditions of production (work) at the given employer.

When working on a part-time basis, the employee is paid in proportion to the time worked by him or depending on the amount of work performed by him.

Work on a part-time basis does not entail any restrictions for employees on the duration of the annual basic paid leave, the calculation of seniority and other labor rights.

Commentary on Article 93 of the Labor Code of the Russian Federation

Part-time working time is always shorter in duration than normal or reduced working time. The term "part-time work" itself covers both part-time work and part-time work. This type of working time is established by agreement between the employee and the employer both at the time of employment and subsequently. In addition, an employer (including an individual) is obliged to establish part-time work or a part-time work week at the request of a pregnant woman, one of the parents (guardian, trustee) who has a child under the age of 14 (a disabled child under the age of 18). ), as well as a person caring for a sick family member in accordance with a medical report (clause 1, article 93 of the Labor Code of the Russian Federation).

In many respects, the mode of work on a part-time basis is still regulated by union acts of law (to the extent that it does not contradict the Labor Code of the Russian Federation) and, in particular, the Regulation on the procedure and conditions for the employment of women with children and working part-time "from 29 April 1980 N 111 / 8-51. It was established that when applying for a part-time job, an entry about this in work book not performed (clause 3 of the Regulations).

Both the working day and the working week can be part-time. Moreover, neither a minimum nor a maximum is established in the current legislation. According to the Regulations on the procedure and conditions for the employment of women with children and working part-time, part-time work was established, as a rule, not less than 4 hours and not more than 20.24 hours with a five-, six-day working week.

During part-time work, the worker works less hours than established by the routine or schedule on this enterprise for this category of workers, for example, instead of eight hours, four.

With a part-time working week, the number of working days is reduced against a five-day or six-day week.

Part-time work may consist simultaneously in the reduction of the working day and the working week.

Such a part-time mode can also be applied, when daily work is divided into parts (for example, morning and evening mail delivery to the office of the enterprise, etc.).

Part-time work can be established by agreement of the parties both without a time limit, and for any period convenient for the employee referred to in Article 93 of the Labor Code of the Russian Federation, for example, for the period school year child, for the period until he reaches 10 years of age, etc. (clause 4 of the Regulations).

Part-time work can be established not only at the request of the employee and in his interests, but also at the initiative of the employer. Thus, the transition to the condition of part-time work is possible in connection with changes in the organizational or technical conditions of work, taking into account the opinion of the elected trade union body of this organization for a period of not more than six months. In cases where part-time work is introduced at the enterprise for all or individual employees at the initiative of the administration, the following rules must be observed:

1) as follows from the provisions of Article 74 of the Labor Code of the Russian Federation, any essential terms of the employment contract can be changed, except for the labor function, i.e. the position (specialty) of the employee provided for by the employment contract, and the range of duties performed by him;

2) the employer must notify employees of the introduction of changes in writing no later than two months before their introduction (for employers - individuals a different period is established - at least 14 calendar days (Article 306 of the Labor Code of the Russian Federation)).

Since the legislation does not establish the form of notification, therefore, it can be arbitrary. The main thing is that the text allows you to establish what the employee was notified about and when. The notice must bear the personal signature of the employee;

3) if the employee does not agree to work in the new conditions, the employer is obliged to offer him another job available in the organization that will correspond to his qualifications and state of health. In the absence of such work, the employee must be offered a vacant lower position or a lower-paid job (also suitable for the employee's qualifications and state of health).

In case of disagreement with the new working conditions, employees have the right to terminate the employment contract (contract) on the grounds provided for in paragraph 7 of Article 77 of the Labor Code of the Russian Federation (an employee’s refusal to continue working due to a change essential conditions labor) the employment contract with him is terminated with the provision of appropriate guarantees and compensations to the employee. Moreover, the employee has the right to declare his disagreement and quit on this basis only until the moment the part-time working regime is introduced (this is why the rule of a 2-month warning period has been established). If the employee changed his mind after the introduction of this regime, then he can quit only at his own request.

The cancellation of the part-time work regime is carried out by the employer, taking into account the opinion of the representative body of the employees of the organization. In accordance with Article 93 of the Labor Code of the Russian Federation, part-time work does not entail any restrictions on the duration of work for employees. annual leave, calculation of seniority and other labor rights.

Working on a part-time basis does not entail a reduction in the duration of annual and study leave, the time of work is counted in the length of service as full-time work; bonuses for work performed are accrued on a general basis; weekends and holidays are provided in accordance with labor legislation. However, payment for part-time work is made in proportion to the hours worked or depending on the output. Part-time work is one of the essential conditions of the employment contract.

Another commentary on Art. 93 of the Labor Code of the Russian Federation

1. Part-time working time is the working time determined by an agreement between the employee and the employer, the duration of which is less than the normal working time established by the given employer. In the event that an employee, in accordance with the law (Article 92 of the Labor Code of the Russian Federation), has the right to reduced working hours, part-time work will be considered shorter than the corresponding norm of reduced working hours.

2. Part-time work can act as a part-time work week or part-time work (shift). With a part-time working day (shift), the duration of daily work is reduced, but the working week remains five or six days. A part-time work week is a reduction in the number of working days while maintaining the established duration work shift. It is possible to simultaneously reduce the working day (shift) and the working week, and the working time can be reduced by any number of hours or working days without any restrictions. Part-time work or part-time work week can be established both at the time of employment and subsequently.

3. Part 1 of Art. 93 of the Labor Code of the Russian Federation defines the circle of persons whose requirement to establish part-time work is mandatory for the employer (pregnant woman, one of the parents (guardian, trustee) who has a child under the age of fourteen years (a disabled child under the age of eighteen years), as well as a person caring for a sick family member in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation).

4. The use of part-time work leads, as a rule, to an increase in production efficiency and makes it possible to increase the employment of the population through the use of one workplace by two part-time workers, the formation of second shifts with part-time workers, etc.

5. The initiator of the establishment of part-time work is the employee. IN statutory cases, part-time work may be introduced at the initiative of the employer. On the procedure for introducing part-time work at the initiative of the employer, see Part 5 of Art. 74 of the Labor Code of the Russian Federation and commentary to it.

• Up

Getting a job between the parties: the employer and the employee draw up an employment contract. Thanks to the document, at the initiative of the head or employee, on a legal basis, it is possible to establish a certain labor regime. If for some reason an employee needs a part-time job, the employer does not have the right to refuse him. To the question: how the process of changing the work schedule takes place correctly and what is the difference between a shortened and part-time working day, you can get an answer in the material.

Part-time mode - article 93 of the Labor Code of the Russian Federation

Not everyone is suited to a full-time work schedule. By agreement of the parties, on the basis of the provisions, some employees may apply for a reduced amount of time.

Draw up a reduction agreement working days you can categories of people:

• a pregnant woman;
• A citizen who cares for a child under 14 and up to 18 if the smaller family member is disabled;
• An employee who, according to the indications of a medical specialist, is contraindicated difficult conditions work.

In such cases, the employer must establish a reduced time regime for the specialist. The amount of wages depends on the hours worked at work. As for annual leave and accrual of seniority, the conditions for a shortened working day do not differ from a full-fledged schedule, based on the provisions of the Labor Code of the Russian Federation.

Who can set up part-time work?

The employer will establish and, as a result, regulate the temporary regime of the employee. The part-time work regime at the initiative of the employer includes the following procedure:

• The employer issues an order based on .
• Notifies employees of the decision.

If the employee agrees with the changed working conditions - a reduced number of days, the manager, together with the employee, must change the rules of the contract. If the employee does not agree to a reduced schedule at the initiative of the head, the official issues an order for his dismissal.

Before notifying the wards of a change in working hours, there must be good reasons for this and a salary corresponding to the changed schedule.

Reasons that may influence the decision to change working conditions for employees with full day the reduced one includes: mass layoffs. The manager changes the workflow for a reduced number of days only for a good reason.

The process of establishing part-time work at the initiative of the employer

The employer can change the time schedule for employees to part-time work only on good grounds for no more than half a year. The boss must make a decision together with the trade union body.

The process of changing the operating time mode includes:

• Execution of an order as a result of a mass layoff. According to the provisions, the employer sets a reduced day if employees want to quit en masse due to poor production and technological working conditions;
• The head can draw up an order only taking into account the opinion of the trade union organization that operates within the company;
• If the boss and the trade union body have come to the conclusion that a schedule with a decrease in working hours is the only solution to eliminate the mass resignation from their posts, the bosses must notify the changed conditions of workers in advance;
• In case of consent, an agreement is drawn up and those chapters that include information on the production schedule of the wards are edited.

If the worker does not agree with the reduced regime that the manager wants to establish, there is a break in labor relations, based on clause 2 of part 1 . Even if the employer's initiative to change working conditions was not liked by the employee, all payments - salaries, compensations, benefits and additional bonuses must be implemented on the last day of care.

Change of working mode at the initiative of the employee

The part-time regime at the initiative of the employee is the same legal procedure as changing working conditions at the request of the authorities.

In order to issue a reduced day for an employee:

• Writes an application with a request to change the working hours. In order for the employer to agree, it is necessary to describe in detail the reason and grounds for which the employee wants to issue a reduced amount of working time in the document. The reason, as a rule, is of the following nature - caring for a sick family member, doctor's testimony about deteriorating health, pregnancy;
• In addition to the reason, you need to indicate the duration of such a schedule, the number of hours by which the workflow is reduced and the form of work - part-time or shortened week;
• It is better to attach a document to the application that will testify to the fact that it is necessary to make changes in working conditions.

With the consent of the employer, an additional agreement is drawn up as the basis for issuing an order on the decision to change the rules of the contract.

How to issue an order for the establishment of part-time work - sample

The application of the order guarantees a change in the working regime on a legal basis. In order for the procedure for the changed schedule to go quickly, you need to be able to correctly draw up an order.

Its layout includes:

• Information about the compiler;
• Full name of the organization;
• Reason for schedule change;
• The total number of days of work;
• Duration and form of the regime;
• Number of hours for rest;
• Method and amount of payments;
• Date of compilation and signature of the head.

You can see below how to fill out the order correctly. The order must be submitted to the employee for consideration. In case of violation of this rule, the order to change the schedule will not be considered valid.

Is there a difference between reduced and part-time work?

At the legal level, there is a difference between reduced and part-time work. Reduction of working days valid for certain categories of people - disabled people, minors, based on the provisions .

Part time can be established in accordance with the employment agreement, which is drawn up by the employee and superiors when hiring and subsequently, according to . With a reduced schedule, payment is made in full. With a reduced time schedule, the monthly capital depends on the number of hours worked.