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Rules of internal labor regulations
 

I. General Provisions:

1. The present Rules of the internal labor regulations (hereinafter - the Rules) define the procedure for the admission and dismissal of employees, the working time regime and its use, the rights and obligations of employees of the State Autonomous Institution of the Republic of Mordovia "Sports School of Olympic Tennis Reserve Shamil Tarpischev" (hereinafter referred to as the Institution). duties of employees, duties of management (administration) Institutions, incentive measures and responsibility for violation of labor discipline. Violation, as well as non-compliance, dishonest implementation of the Rules shall serve as grounds for bringing the person guilty of this to disciplinary and other liability in the manner prescribed by law.

2. These Regulations are effective from January 11, 2016.

3. The effect of these Rules applies to all employees of the Institution.

4. In the event of a change in the Labor Code of the Russian Federation or other acts of the current legislation, it is necessary to be guided by the provisions of the legislation (pending the introduction of amendments and additions to these Rules). All employees of the Institution shall be familiar with these Rules. When applying for employment, each new employee is required to familiarize himself (with a receipt) with these Rules.

5. Issues related to the application of these Rules shall be decided by the administration of the Institution within the limits of the rights granted to it. These issues are also addressed by the labor collective in accordance with its authority.

6. In connection with the presence in the Institution of three sports facilities, consider the place of work of all employees:

6.1. Tennis complex, located at: Saransk, ul. Georgian, 25 "A";

6.2. Athletic and health complex, located at: Saransk, ul. Pushkin, d. 10 "A";

6.3. Tennis center, located at: Saransk, ul. Georgian, 25 B.

6.3. For coaches also consider all the facilities for employment that are rented by the Institution.

II. The procedure for admission, transfer and dismissal of employees:

Administration of the Institution at the admission, transfer and dismissal of an employee is in accordance with the Labor Code of the Russian Federation.

1. Reception of the citizen for work is carried out on the terms of the employment contract and is made out by the order of the director of the Institution, with which the employee gets acquainted with the receipt.

2. When applying for a job, a citizen represents:

2.1. Personal statement;

2.2. Passport or other document proving identity;

2.3. The workbook, except for cases when the labor contract is concluded for the first time or the employee comes to work on conditions of part-time work;

2.4. Insurance certificate of the state pension insurance (if the employee comes to work for the first time, the employer himself is obliged to issue such a certificate);

2.5. Individual number (TIN), if available;

2.6. A certificate from a previous job about incomes and amounts withheld as taxes during the current year (for the provision of a number of standard tax deductions);

2.7. Certificates of the birth of children (or, if the employee does not have his children, documents confirming his custody of other children). In the absence of the document, tax deductions paid from wages will not be granted;

2.8. Documents of military registration - for persons liable for military service, persons subject to conscription for military service;

2.9. A document on education, qualifications or the availability of special knowledge - when applying for work, which requires special knowledge or special training;

2.10. Medical certificate of health and sanitary records;

2.11. Driver's license, certificate of completion of courses, medical certificate, etc. (for the driver of the Institution);

2.12. Information on the presence (absence) of a criminal record and (or) the fact of criminal prosecution or on the termination of criminal prosecution, approved by the order of the Ministry of Internal Affairs of Russia of November 7, 2011 N 1121;

2.13. Other documents, if provided by the federal
legislation;

Employment without these documents is not carried out. Every citizen who comes to work must meet the necessary administrative requirements and present all the information about himself and his marital status necessary to compile his personal file. He should inform the institution of all changes that have occurred in the requested information, in particular, about changing the address, marital status. When hiring, the institution and the employee enter into a written contract. Each party is given at least one copy of the employment contract.

Reception for work is made out by the order of the director of the Institution, which is declared to the employee against receipt. The order specifies: the name of the job, the position of the employee in accordance with the staffing table, the conditions and the probation period (if established), the terms of payment for labor, the commencement of work.

3. A five-day working week is established for the employees of the Institution with two days off (Saturday, Sunday) and the next

the duration of daily work: Monday, Tuesday, Wednesday, Thursday, Friday - for 8 hours.

 

On the eve of holidays, the duration of work is reduced by one hour.

 

4. Start time, end of work and break for rest and food

is established by the categories of employees, depending on the type of work performed and the functions performed. The order of the working day for the positions of the employees of the Institution is given in Appendix I to these Rules. During the working day, the employee is given a break for rest and food for an hour, which is not included during working hours.

 

5. Working hours and links with the specifics of work Institutions for employees set different working hours:

 

-irregular working hours;

 

- Shift work with the provision of days off on a sliding schedule;

 

-work in flexible working hours.

 

5.1. An irregular working day assumes a special mode of work, according to which the employees of the Institution may, on the order of the director of the Institution, be occasionally involved in performing their labor functions outside the normal working hours. A non-standardized working day is established and paid a surcharge of 50% of the established tariff rate (salary).

 

5.2. Shift work with the provision of days off on a sliding schedule. An employee of an Institution for whom a shift work is established, performs work for a specified duration of working time on the basis of a shift schedule. The shift schedule is drawn up by the head of a department or department for whose employees a shift work is established: he is approved by the director of the institution and brought to the notice of the employee not later than one month before it is put into effect. Scroll

employees for whom a shift work is established with the provision of

days off on a sliding schedule, is given in Appendix 2 to this Regulation.

 

Work for two shifts in a row is prohibited.

 

On continuous work, it is forbidden to leave work until the arrival, replacing the employee. In the case of a non-attendant replacing, the worker or employee declares this to the head of the unit, who must immediately take measures to replace the replacement with another employee.

 

5.3. Work in a flexible working time.

 

The application of the flexible working time regime does not relieve employees from participation in general events held at the scale of the structural unit and the Institution as a whole.

 

When performing work outside the Institution (business trip, participation in competitions, conferences, symposiums), the flexible working time mode is not applied, and the working time is recorded, as in the usual mode of operation.

 

6. Work on weekends and holidays.

 

6.1. The work of the institution is carried out on weekends and holidays, caused by the need to serve the population (according to Article 111.112 of the Labor Code of the Russian Federation).

 

 6.2. Attraction of certain employees to certain types of work on weekends and holidays is allowed on the written order of the administration of the Institution, with the exception of employees who have a working day on these days on the shift schedule. Days of rest for work on weekends or holidays are provided in the order provided by the current legislation, or with the consent of the employee in his spare time, which does not coincide with the next vacation. Compensation for labor in this case is different than when overtime is performed: leave is granted within the next 10 days, and no higher payment is made (Article 149.152 of the RF Labor Code).

 

6.3. For employees with shifted working conditions, benefits to prevent their involvement in work on weekends in the cases mentioned above do not apply, as there is essentially no engagement for work on the day off: all employees are assigned a different day of the week as a day off .

 

6.4 Refusal of the employee to work on a day off, if the administration of the Office has complied with all the requirements of labor legislation in this case, is a violation of labor discipline and is regarded as absenteeism without valid reasons.

 

7. Accounting of working hours.

 

The Administration of the Institution organizes the registration of the appearance for work and non-attendance at work, which is recorded in the time sheet of the established form. The time sheet is drawn up monthly and submitted to the accounting department of the Institution no later than the 25th day of the current month.

 

The personnel records are carried out by persons on whom the duty to maintain the time sheet is assigned and checked by the deputy director, then submitted for signature to the director of the Institution and submitted to the accounting department.

 

A note on non-attendance or late arrests is made in the report card on the basis of the relevant documents - certificates of summons to the military commissariat, court, sheets on temporary incapacity for work, etc., and overtime hours - according to appropriate orders.

 

The counting of days off (days of weekly rest) and holidays (non-working) days is carried out in accordance with the schedule and mode of work of the Institution. In the Institution, a penny-in-the-work and a cumulative time record can be applied.

 

The workday time records are kept for all employees of the Institution, with the exception of employees who are provided with shift work with the provision of days off on a sliding schedule.

 

In the case of day-by-day accounting of working hours, the number of days worked by an employee for the accounting period (working week) is accounted for, and the duration of daily work is mandatory for each day of work. Work beyond this duration can not be compensated for by defect on other days or additional compensatory time off and is recognized as overtime (except for working in an unregulated working time regime). Summarized accounting of working hours is conducted for employees of the Institution, for whom a shift work is established with the provision of days off on schedule. In the aggregate accounting of working hours, the length of the working day and workweek established by law is realized by the schedule of shifts only on average for the accounting period. In this case, the daily and weekly working hours may differ from the norm according to the schedule. The resulting deviations are corrected within the accounting period in such a way that the amount of hours according to the schedule of the schedule for the accounting period is equal to the norm of the hours of this period. Processing on one shift day is paid off by reducing the work time in other shifts, or additional rest days are provided within this accounting period. Such processing to overtime does not apply. The accounting period is one year. (Article 104 of the LC RF)

 

Salaries to employees are accrued according to a single billing list. The wage fund should not exceed the approved by budgetary list.

 

8. Procedure and conditions for granting leave:

 

8.1. The Employee of the Institution shall have an annual basic paid leave of at least 28 calendar days, seasonal workers - 12 calendar days. By agreement of the parties, annual paid leave can be divided into parts. At the same time, one part of this leave must be no less than 14 calendar days. Leave can be given to employees at any time of the working year in accordance with the order of the annual paid holidays, established in this organization.

 

It is forbidden not to provide annual paid leave for two consecutive years.

 

The order of granting leave to employees is established by the administration of the Institution. The schedule of holidays is drawn up for each calendar year not later than December 15 of the current year and is brought to the notice of employees against receipt.

 

8.2. In connection with the production need, with the written consent of the employee, an early withdrawal from vacation is possible, according to art. 125 of the LC RF

 

8.3. For family reasons and other valid reasons, a worker may be granted a leave without pay, according to art. 128 of the LC RF.

 

VII. Encouraging the employees of the Institution for success in their work:

 

For the successful and conscientious performance of their duties by the employee, continuous and impeccable work, the fulfillment of tasks of special importance and complexity, the following incentives are applied:

 

1. Announcement of thanks;

 

2. Award issue;

 

3. Awarding with a valuable gift;

 

4. Awarding with the Certificate of Honor;

 

The procedure for the application of incentive measures is determined by the Regulations on the remuneration of employees.

 

It is also possible to apply several incentives to the employee at the same time. Promotions are announced by order, communicated to the collective and, at the request of the employee, recorded in his work book.

 

VIII. Responsibility of the employee for violation of labor

discipline:

 

1. Employees of the institution are prohibited from changing, at their discretion, the schedule of classes, the schedule of work.

 

2. Violation of labor discipline, that is, non-performance or improper performance of the fault of the worker assigned to his job duties (violation of internal regulations, job descriptions, regulations, administrative orders, technical regulations), entails the application of disciplinary penalties or impact, as well application of other measures provided by the current legislation.

 

3. For violation of labor discipline, the administration of the Institution applies the following measures of disciplinary action:

 

3.1. Comment,

 

3.2. Rebuke,

 

3.3. Dismissal.

 

For employees of the institution, for causing absenteeism, coming to work drunk, in a state of intoxication can also apply disciplinary measure as a transfer to another holiday period (less favorable). Leave is transferred within the year for which the given leave is granted.

 

4. In the absence (including absence from work for more than 4 hours during the working day without a valid excuse) administration institutions to apply one of the disciplinary measures provided for in paragraph 3 of this section of this Regulation.

 

5. Before applying the penalty from the violator of labor discipline, explanations in writing must be requested. The refusal of an employee to give an explanation can not be an obstacle to the application of the penalty. In the event of an employee's refusal to give the said explanation, an appropriate act is drawn up. Disciplinary sanctions apply not later than one month from the date of the offense detection, not counting the time of illness or an employee is on vacation and not later than six months from the date of its commission, and the results of the audit, the audit of financial-economic activity or an audit - not later than two years day of its commission. The specified time does not include the production time for the criminal case.

 

6. For each violation of labor discipline, only one disciplinary sanction may be applied.

 

7. The order on the application of disciplinary punishment with indication of the motives for its application shall be notified to the employee who has been recovered, against receipt within three days. In the event of an employee's refusal to sign the said order, an appropriate act is drawn up.

 

 The order, if necessary, is communicated to the employees of the Institution. During the period of disciplinary action, the incentive measures specified in these Rules do not apply to the employee.

 

8. If within one year from the date of application of the disciplinary sanction the employee will not be subject to disciplinary action, it shall be deemed not to have a disciplinary sanction. The employer may withdraw from the employee's recovery before the expiry of one year from the date of its application, both on its own initiative or at the request of the worker or at the request of the immediate supervisor.

 

Annex № 1 to the Internal Regulations of the day

 

Work schedule for posts:neral Provisions:

Наименование должности Время начала и окончания работ Время для отдыха и приема пищи
Директор 9.00-18.00 13.00-14.00
Зам. директора 9.00-18.00 13.00-14.00
Главный инженер 9.00-18.00 13.00-14.00
Экономист 9.00-18.00 13.00-14.00
Юрисконсульт 9.00-18.00 13.00-14.00
Заведующий хозяйством 9.00-18.00 13.00-14.00
Администратор 8.00-22.00 14.00-15.00
Инструктор по спорту 9.00-18.00      13.00-14.00
Ремонтировщик плоскостных сооружений 8.00-22.00 14.00-15.00
Рабочий по комплексному обслуживанию и ремонту зданий 8.00-22.00 14.00-15.00
Водитель 9.00-18.00 13.00-14.00

Приложение №2 к Правилам внутреннего распорядка дня

Режимы рабочего времени по должностям:

Ненормированный рабочий день Сменная работа Работа в режиме гибкого рабочего времени
Директор Администратор Слесарь-электрик
Водитель Ремонтировщик плоскостных сооружений Слесарь-сантехник
Тренер
Рабочий по комплексному обслуживанию и ремонту зданий Инструктор-методист
Спортсмен-инструктор

 
1. The present Rules of the internal labor regulations (hereinafter - the Rules) define the procedure for the admission and dismissal of employees, the working time regime and its use, the rights and obligations of employees of the State Autonomous Institution of the Republic of Mordovia "Sports School of Olympic Tennis Reserve Shamil Tarpischev" (hereinafter referred to as the Institution). duties of employees, duties of management (administration) Institutions, incentive measures and responsibility for violation of labor discipline. Violation, as well as non-compliance, dishonest implementation of the Rules shall serve as grounds for bringing the person guilty of this to disciplinary and other liability in the manner prescribed by law.
 
2. These Regulations are effective from January 11, 2016.
 
3. The effect of these Rules applies to all employees of the Institution.
 
4. In the event of a change in the Labor Code of the Russian Federation or other acts of the current legislation, it is necessary to be guided by the provisions of the legislation (pending the introduction of amendments and additions to these Rules). All employees of the Institution shall be familiar with these Rules. When applying for employment, each new employee is required to familiarize himself (with a receipt) with these Rules.
 
5. Issues related to the application of these Rules shall be decided by the administration of the Institution within the limits of the rights granted to it. These issues are also addressed by the labor collective in accordance with its authority.
 
6. In connection with the presence in the Institution of three sports facilities, consider the place of work of all employees:
 
6.1. Tennis complex, located at: Saransk, ul. Georgian, 25 "A";
 
6.2. Athletic and health complex, located at: Saransk, ul. Pushkin, d. 10 "A";
 
6.3. Tennis center, located at: Saransk, ul. Georgian, 25 B.
 
6.3. For coaches also consider all the facilities for employment that are rented by the Institution.
 
II. The procedure for admission, transfer and dismissal of employees:
 
Administration of the Institution at the admission, transfer and dismissal of an employee is in accordance with the Labor Code of the Russian Federation.
 
1. Reception of the citizen for work is carried out on the terms of the employment contract and is made out by the order of the director of the Institution, with which the employee gets acquainted with the receipt.
 
2. When applying for a job, a citizen represents:
 
2.1. Personal statement;
 
2.2. Passport or other document proving identity;
 
2.3. The workbook, except for cases when the labor contract is concluded for the first time or the employee comes to work on conditions of part-time work;
 
2.4. Insurance certificate of the state pension insurance (if the employee comes to work for the first time, the employer himself is obliged to issue such a certificate);
 
2.5. Individual number (TIN), if available;
 
2.6. A certificate from a previous job about incomes and amounts withheld as taxes during the current year (for the provision of a number of standard tax deductions);
 
2.7. Certificates of the birth of children (or, if the employee does not have his children, documents confirming his custody of other children). In the absence of the document, tax deductions paid from wages will not be granted;
 
2.8. Documents of military registration - for persons liable for military service, persons subject to conscription for military service;
 
2.9. A document on education, qualifications or the availability of special knowledge - when applying for work, which requires special knowledge or special training;
 
2.10. Medical certificate of health and sanitary records;
 
2.11. Driver's license, certificate of completion of courses, medical certificate, etc. (for the driver of the Institution);
 
2.12. Information on the presence (absence) of a criminal record and (or) the fact of criminal prosecution or on the termination of criminal prosecution, approved by the order of the Ministry of Internal Affairs of Russia of November 7, 2011 N 1121;
 
2.13. Other documents, if provided by the federal
legislation;
 
Employment without these documents is not carried out. Every citizen who comes to work must meet the necessary administrative requirements and present all the information about himself and his marital status necessary to compile his personal file. He should inform the institution of all changes that have occurred in the requested information, in particular, about changing the address, marital status. When hiring, the institution and the employee enter into a written contract. Each party is given at least one copy of the employment contract.
 
Reception for work is made out by the order of the director of the Institution, which is declared to the employee against receipt. The order specifies: the name of the job, the position of the employee in accordance with the staffing table, the conditions and the probation period (if established), the terms of payment for labor, the commencement of work.
 
3. When a citizen arrives at work or when transferring an employee in accordance with the established procedure to another job, the admins...

Address: Saransk, ul. Gruzinskaya, 25A, d. 25B; Pushkin Str. 10A
E-mail: zan58@mail.ru

Tel: 8 (8342) 47-92-29, 47-30-90, 76-10-33
Fax: 48-10-10

Mode of operation of the institution: from 8:00 to 22:00.

The work schedule of the institution: every day, without days off.