What is the vacation schedule and how is it drawn up?

Not every employee who works at a particular enterprise knows that the holiday schedule is not a simple piece of paper - it is a normative act that operates within the same company and fixes the order of the employees' departure for the planned rest.

The Labor Code clearly states that the annual scheduled leave must last at least 28 calendar days. Pay attention to the fact that the calculation of rest is not based on the calendar year, and is charged from the moment when the employee got a job. This means that if the employee, for example, got a job on the company on May 15, then he has the right to a planned vacation, starting from April 15 next following the employment of the year.

At the same time, the law specifies that employees who have just started working at the enterprise have the right to leave on leave after 6 months. And only in the following years, employees have the right to go to the planned rest once a year, regardless of the number of employees enrolled in the staff.

The schedule of holidays is a compulsory normative legal act regulating the relations between the employer and his employees, which means that both parties should be acquainted with it in time. Labor legislation assumes that the completion of the vacation schedule, as well as the approval of the vacation schedule, is made no later than 2 weeks before the start of the new year. In addition, it is the responsibility of each employer to familiarize himself with the timetable of all employees, without exception, who must put their signature under this document. At the same time, the employee receives a notice of the terms of his leave not later than 2 weeks before it starts.

When scheduling vacations, the employer is obliged to comply with all the norms of labor legislation, while observing the wishes of each employee and the specifics of the work performed by him, if possible.

If the employee wishes and the employer's consent, the annual paid vacation can be divided into several parts. It should be noted that the legislation prescribes that one of these parts must last at least two calendar weeks, that is, 14 days.

Allowed and entering in the already approved schedule of holidays. Such corrections should be clearly coordinated with those employees who are concerned with them and can be related both to the desire of the employee himself to postpone his annual rest, and with the hiring of a new specialist.

Providing an annual leave for each individual employee is formalized in the form of an order for the enterprise. This also applies to individual entrepreneurs who must issue an order or order. In this case, no documents from the employee is required. If he, in agreement with the management, wants to get an unplanned rest or postpone the vacation, this desire must be formalized in the form of a statement.

Calculation of mandatory payments intended for the employee during the annual compulsory leave, is made in the form of a note-calculation. At the same time, the main part of payments is the salary, saved for the rest period, calculated according to the tariff. Payments made during the last 12 months are used to calculate the wages correctly. The current legislation allows entrepreneurs to introduce another system for calculating the payments made during the holiday period. The only point that should be paid attention is the requirement that the other calculation method should not worsen the position of employees.

In addition to compulsory payments during the holidays, there are also optional payments, which the employer can give at its discretion, for example, a bonus.