Пример срочного трудового договора: Срочный трудовой договор — образец 2020 года. Договор-образец.ру

Правила приема на работу по срочному трудовому договору

Прием на работу по срочному трудовому договору работников при некоторых обстоятельствах является единственно верным решением. Чем срочный трудовой договор отличается от обычного и как быстро и правильно принять на работу по срочному трудовому договору, рассмотрим в нашей статье.

 

Особенности трудоустройства по срочному трудовому договору

Как принять работника по срочному трудовому договору?

Итоги

 

Особенности трудоустройства по срочному трудовому договору

Срочный трудовой договор так же, как и обычный трудовой договор (ТД), заключаемый между работодателем и работником, являет собой основной документ, регламентирующий трудовые отношения между сторонами (ст. 56, 57 ТК РФ).

Основным отличием между этими договорами является срок, на который они заключаются.

Простой ТД заключается на неопределенный срок. То есть известна лишь дата принятия сотрудника на работу.

Срочный ТД заключают на конкретный срок, который обязательно должен быть в нем оговорен. Он не может превышать 5 лет. Если указанный период трудовых отношений больше максимально разрешенного, то договор становится бессрочным, и работник будет считаться принятым на постоянной основе.

ВАЖНО! Если после окончания действия срочного ТД ни одна из сторон не потребовала его расторжения и при этом работник имеет желание продолжить работу в фирме, условия, оговоренные в срочном ТД, теряют свою силу, а работник считается принятым на работу на неопределенный срок.

Кого можно принимать по срочному трудовому договору?

Полный перечень лиц и условий, которые необходимо соблюдать при приеме работника по срочному ТД, приводится в ст. 59 ТК РФ. Это может быть временная работа, совмещение или сезонная работа (например, замещение заболевшего работника, основного работника, работника, находящегося в отпуске, или работа, которую выполняют в определенный период времени). В случае несоблюдения условий, перечисленных в ст. 59 ТК РФ, договор будет считаться бессрочным.

Одной из причин заключения срочного ТД является ограниченный период его действия. Именно это обстоятельство дает работодателю возможность воздействовать на работника. Ведь наниматель без объяснения причин может просто не продлить договор с сотрудником. Но даже в этом случае работодателю необходимо за 3 дня до окончания срочного ТД уведомить работника об увольнении.

Как правильно уволить срочника, читайте в статьях:

Как принять работника по срочному трудовому договору?

Например, я хочу принять завуча по срочному трудовому договору на работу в школу. Правомерно ли это и как это правильно сделать?

Да, мы можем его принять по срочному ТД в следующих случаях:

• он устраивается по совместительству;
• он устраивается на место временно отсутствующего работника, т. е. до момента выхода из отпуска или с больничного основного работника.

При приеме на работу срочнику необходимо написать заявление и приложить к нему все необходимые для трудоустройства документы (паспорт, ИНН, СНИЛС, документы об образовании, трудовую книжку, справки с прошлой работы и т. п.).

Подробнее о том, как принять по срочному трудовому договору и о необходимых для этого документах, читайте в статье «Какие документы нужны при приеме на работу (2016)?».

Правила приема на работу в этом случае ничем не отличаются от приема работника по бессрочному договору (ст. 65, 66, 68 ТК РФ):

• Заключается срочный трудовой договор.

Как принять сотрудника по срочному трудовому договору и правильно его составить, вы узнаете из материала «Составляем срочный трудовой договор — образец на 2016 год».

• Издается приказ о приеме на работу работника.

Бланк и образец заполнения приказа вы найдете в статье «Унифицированная форма № Т-1 — скачать бланк и образец».

• Делается запись в трудовую книжку.
• Заводится личная карточка работника.

Как ее заполнить, вы узнаете из материала «Порядок заполнения трудовой книжки — образец-2017».

Образец и правила ее заполнения смотрите в статье «Личная карточка работника формы Т-2 — скачать образец».

Основным отличием является то, что в срочном договоре нужно оговорить причину, по которой он не был заключен как бессрочный. Во всех документах необходимо указать не только дату начала работы, но и дату или обстоятельство ее окончания. Также следует четко указать количество дней испытательного срока. Если договор заключен не более чем на 2 месяца, испытательный срок не устанавливается. В случае если работа будет длиться от 2 до 6 месяцев, испытание работника не может превышать 2 недель (ст. 70 ТК РФ).

Всё об испытательном сроке вы узнаете из материала «Испытательный срок при приеме на работу (нюансы)».

Итоги

Трудоустройство по срочному трудовому договору достаточно распространено. Чтобы никто не мог оспорить правомерность заключенного срочного договора и переквалифицировать его в бессрочный, при составлении этого документа важно учитывать нормы ст. 58, 59 ТК РФ. Также важно в срочном ТД оговорить срок его действия и причину заключения именно такого вида договора.

Более полную информацию по теме вы можете найти в КонсультантПлюс.
Полный и бесплатный доступ к системе на 2 дня. 90000 Fixed-term workers | nidirect 90001 90002 Fixed-term workers have the same minimum rights as permanent workers. Find out what a fixed-term contract is, what extra protections there are for fixed-term employees and how to end and renew a fixed-term contract. 90003 90004 What ‘fixed-term’ means 90005 90002 To be a fixed-term employee, two conditions must apply: 90003 90008 90009 you must have an employment contract with the business you work for 90010 90009 your employment contract must be ‘fixed-term’, meaning it must end on a particular date, after a certain event or on completion of a task 90010 90013 90002 Examples of fixed-term employees are: 90003 90008 90009 staff taken on for six months during a peak period (such as agricultural or seasonal shop workers) 90010 90009 a specialist employee taken on for the duration of a project 90010 90009 someone employed to cover during another employee’s maternity leave 90010 90013 90002 You are not a fixed-term employee if you: 90003 90008 90009 have a contract of employment or other contractual relationship with an agency rather than the company you are working for (example temporary or agency workers) 90010 90009 are a member of the armed forces 90010 90009 are an apprentice, student or other trainee on a work-experience placement or temporary work scheme 90010 90009 Employment status 90010 90009 Agency workers 90010 90013 90004 Why employers take on fixed-term employees 90005 90002 Taking on fixed-term employees lets employers bring in people with special skills or employ extra labour when it is needed.90003 90002 A fixed-term contract allows both employee and employer to be flexible in their commitment. Both can benefit, as the employer has access to specialised skills to meet a particular need, while the employee can gain broader experience. 90003 90002 In some companies, fixed-term employees are paid more than permanent staff, either because of their special skills, or to compensate for the temporary nature of the job. 90003 90004 Protection against less favourable treatment 90005 90002 Your employer must not treat you less favourably than permanent employees doing the same, or largely the same, job without good reason.90003 90002 As a fixed-term employee you have the right to: 90003 90008 90009 the same pay and conditions 90010 90009 the same or equivalent benefits package 90010 90009 access to an occupational (company) pension scheme (except where the fixed-term contract is for less than two years) 90010 90009 be informed about permanent employment opportunities in the organisation 90010 90013 90002 However, fixed-term employees do not have the right to the same pay, conditions and benefits if their overall terms and conditions, although different from those for permanent employees, are just as good or better.90003 90002 For example, an employer can choose to give fixed-term employees better pay instead of pension rights. 90003 90002 Not renewing a fixed-term contract is treated as a dismissal, so if the contract is not renewed fixed-term employees also have: 90003 90068 How to compare your treatment 90069 90002 As a fixed-term employee, you can compare your treatment to the treatment of a ‘comparable permanent employee’. They should: 90003 90008 90009 work for the same employer 90010 90009 work in the same organisation 90010 90009 be doing the same or broadly similar work 90010 90013 90002 You should also consider their skills and qualifications where they are relevant to the job.90003 90002 If there is no comparable permanent employee that works in the same organisation, you can use a comparator (comparable permanent employee) in another part of your employer’s organisation. 90003 90002 You can not compare conditions with someone at an associated employer’s organisation. 90003 90068 ‘Objective justification’ of less favourable treatment 90069 90002 Less favourable treatment of fixed-term employees is allowed if your employer can show that there is a good reason to do so.This is known as ‘objective justification’. 90003 90002 Less favourable treatment will be objectively justified if it can be shown that it is: 90003 90008 90009 to achieve a legitimate objective, for example a genuine business objective 90010 90009 necessary to achieve that objective 90010 90009 an appropriate way to achieve that objective 90010 90013 90002 For example, if you are a fixed-term employee on a three-month contract and a comparable permanent employee has a company car, your employer may not offer you one if the cost is too high.Your business need to travel can also be met in another way. 90003 90002 Your employer should consider whether it is possible to offer fixed-term employees certain benefits in proportion to the time period they will be working (also known as ‘pro rata’). 90003 90002 For example, if you are not expected to work for the entire period that the benefit is offered for. 90003 90004 What to do if you’re being treated unfairly 90005 90002 If you feel you’re being treated unfairly, first, raise it with your manager and / or human resource contact.If the matter still is not sorted out, ask your employer for a written statement explaining why they are treating you less favourably. 90003 90002 Your next step should be to make a written complaint under your employer’s standard grievance procedure. If you can not resolve the matter with your employer, the final option is to complain to an Industrial Tribunal. 90003 90004 Ending and renewing a fixed-term contract 90005 90002 Fixed-term contracts normally end automatically when they reach their agreed finishing point, so there is no need for your employer to give you notice.However, your employer must still act fairly and follow any dismissal procedure if necessary. 90003 90002 If you are on a fixed-term contract, no notice of the contract reaching its end date will need to be given by your employer. However, failing to renew a fixed-term contract is considered to be a dismissal. You have the right: 90003 90008 90009 not to be unfairly dismissed (after one year’s service) 90010 90009 to a written statement of reasons for the dismissal (after one year’s service) 90010 90009 to statutory redundancy payments (after two years ‘service) 90010 90009 to a minimum notice period of your contract ending before the agreed end date, task or event 90010 90013 90002 The minimum notice period you are entitled to is: 90003 90008 90009 after one month’s continuous service, but less than two years: one week’s notice 90010 90009 after two years ‘continuous employment: two weeks’ notice if you have been continuously employed for two years 90010 90013 90002 If your contract states you should have been employed for one month or less, but you have actually been employed for three months or more, you are still entitled to the minimum notice period of one week.90003 90002 If you have been employed for one month or longer, then you must give your employer the statutory minimum notice of one week. If your contract states that you should give a longer notice period than the statutory minimum, then you have to give your employer this length of service. 90003 90068 Ending fixed-term contacts early 90069 90002 If your employer wants to end your fixed-term contract early you should check the terms of your contract. If it says your employment can be ended early and your employer has given proper notice, there is little you can do.However, if it does not say anything, your employer may be in breach of contract. 90003 90068 Renewing fixed-term contracts 90069 90002 An employee can be kept on successive fixed-term contracts for a limit of four years. If your contract is renewed after that you become a permanent employee unless the employer can show a good reason why you should stay on a fixed-term contract. 90003 90002 The limit can be changed by employers and employees agreeing a ‘workforce’ or ‘collective’ agreement.90003 90002 Workplace or collective agreements can vary the limit on the length or number of successive contracts used by an employer. They can also limit the use of successive contracts and set a list of reasons to justify renewals of fixed-term contracts. 90003 90068 Renewing a fixed-term contract on less favourable terms 90069 90002 If you are offered a renewed contract on less favourable terms than the original contract, you can refuse to accept it. You can then try to negotiate with your employer.If they will not change the terms, you will need to choose between accepting the amended contract or treating the contract as being at an end. 90003 90002 If the contract does end, you may be able to claim unfair dismissal. 90003 90068 Working longer than your contract’s end date 90069 90002 If you worked past the end of your contract, for example, you were kept on for a year when your original contract was for three months, there is an implied agreement by your employer to change the end date.You would then have the right to be given proper notice if your employer wanted to dismiss you. 90003 90002 Redundancy rights 90003 90002 If your employer is laying off employees in the type of work that you carried out, this could mean that you have been dismissed on the grounds of redundancy. If you have two years or more continuous service as a fixed-term employee, you have the same redundancy rights as permanent employees. 90003 90002 You are also protected from being selected for redundancy because you are a fixed-term employee, unless your employer can ‘objectively justify’ the choice.This means they must give you a good reason that is based on the needs of the business. 90003 90002 You can not waive, or opt out of, your right to receive statutory redundancy payments and your employer can not exclude you from the statutory redundancy scheme, even if it appears to be objectively justified. 90003 90004 Where you can get help 90005 90002 The Labour Relations Agency (LRA) and Advice NI offer free, confidential and impartial advice on all employment rights issues. 90003 90002 If you’re a member of a trade union, you can get help, advice and support from them.90003 90004 More useful links 90005 90002 90003 .90000 Fixed Term Employment Contract Template 90001 90002 About this document 90003 90004 A fixed term contract «does what it says», expiring after the term ends. 90005 90004 However, their use is not quite as simple, because the employer must still comply with all of the law that relates to any employee, including that for dismissal. The only difference is that the expiry of a fixed term contract is a «reasonable reason» to dismiss someone who might otherwise claim that the dismissal was unfair.90005 90004 If the term is for two years or longer, the employer must also follow the law relating to redundancy. 90005 90004 Nevertheless, a fixed term agreement is useful when the employer requires: 90005 90012 90013 90004 short-term cover for another employee who is temporarily unavailable, for example, on maternity leave, a sabbatical, secondment or long term sickness 90005 90016 90013 90004 cover for seasonal demand, for example in retail and agriculture 90005 90016 90013 90004 workers for a specific project, for example in the film, construction and event management industries 90005 90016 90025 90004 This agreement can be used in all these circumstances.It is a carefully considered framework for fair and full protection of the employer and compliance with organisational requirements. It covers all legal requirements for information to be given to an employee. Use of plain English makes editing easy and allows it to be understood by all parties. 90005 90004 The size or business of the employer organisation is not important, nor is the position of the employee. Specifics for different jobs, such as duties, can be added easily, either within the existing text, or by reference to a job description.90005 90004 In this «information age», all Net Lawman employment contracts are very strong on protection of the employer’s secrets and confidential information. 90005 90004 This contract can be reused for subsequent employees. 90005 90002 Recent law affecting this contract 90003 90004 This agreement is regularly reviewed as changes in employment law are frequent. It takes into account that: 90005 90004 Additionally, disciplinary procedures now follow procedures recommended by ACAS.90005 90004 90041 Note: 90042 this contract reflects that in law, fixed term employees have exactly the same rights as full time workers. 90005 90002 When to use this employment contract 90003 90004 You may use this agreement to: 90005 90012 90013 90004 employ replacement or temporary staff while other staff are away 90005 90016 90013 90004 employ staff for projects of a specific duration 90005 90016 90013 90004 replace your existing contracts that may be out of date 90005 90016 90025 90004 It is suitable for organisations of any type: companies, charities, trusts, partnerships, governmental organisations and others; and for any level of employee, though most appropriate to junior and mid-level staff.90005 90002 Features and contents 90003 90012 90013 Complies with current law 90016 90013 Follows current best practice recommendations by ACAS and other bodies 90016 90013 All standard terms for a principal statement 90016 90013 Strong on protection of employer’s confidential information 90016 90013 Specifics for different jobs can be added easily 90016 90013 Structured so as to minimise the administrative burden of legal compliance 90016 90025 90004 The document includes the following paragraphs: 90005 90012 90013 Start and continuity 90016 90013 Job title and description 90016 90013 Place of work 90016 90013 Work outside the UK 90016 90013 Hours of work 90016 90013 Salary 90016 90013 Expenses 90016 90013 Leave for holidays and other reasons 90016 90013 Sickness and sick pay 90016 90013 Pension 90016 90013 Other business and employment 90016 90013 No competition 90016 90013 Confidentiality 90016 90013 Intellectual property 90016 90013 Collective agreements 90016 90013 Staff handbook and company policies 90016 90013 Bribery and other corrupt behaviour 90016 90013 Disciplinary and grievance procedures: in line with ACAS recommendations 90016 90013 Termination 90016 90013 Procedure after termination 90016 90013 Summary termination 90016 90013 Reconstruction or amalgamation 90016 90013 Data protection 90016 90013 Severance and invalidity 90016 90025 90002 Practicalities this contract covers 90003 90004 A contract, written or verbal is made as soon as the employee accepts a job offer.So as to minimise future misunderstandings, we recommend providing your written employment contract with the offer letter, so that the employee can return an acceptance letter with a signed copy of the contract. 90005 90004 By law, all employees must be given a «written statement of employment particulars» no later than the day of starting work. This is a document that sets out the terms of employment that the employer must disclose, known as a «principal statement». This employment contract includes all the necessary information to act as a principal statement so that you do not need to provide this information separately in a letter or another document.90005 90004 Other employment policies and procedures not within the principal statement (such as data protection) could be included in the employment contract. However, it is easier to place all procedures and policies common to all staff in an employee handbook and refer to the handbook in the employment contract. This is the approach Net Lawman recommends. 90005 Draftsman 90004 This document was written by a solicitor for Net Lawman.It complies with current English law. 90005 .90000 What are the different types of employment contract? 90001 90002 90003 Blog 90004 90003 Day to Day HR 90004 90003 What are the different types of employment contract and why are they important? 90004 90009 90010 90011 There are three main types of employment contract: permanent employment contracts, fixed-term contracts and casual employment contracts. 90012 90013 90010 Documenting the specifics of the employment relationship in writing is not only a legal requirement but can also help you to protect your business and manage relationships with employees.90013 90016 What is an employment contract? 90017 90010 An employment contract is all the rights, responsibilities, duties and employment conditions that make up the legal relationship between an employer and employee. It includes a number of terms which, whether written down or not, are legally binding — the employer’s duty to pay the employee wages, for example. 90013 90010 Different types of contract apply, depending on the employment status of the individual. So it’s important to have correctly determined the employment status of the person you’re hiring before writing an employment contract.90013 90016 What are the different types of employment contract? 90017 90024 Permanent employment contracts 90025 90010 Permanent employment contracts apply to employees who work regular hours and are paid a salary or hourly rate. The contracts are ongoing until terminated by either the employer or employee and may be for full or part time work. 90013 90010 Employees on these contracts are entitled to the full range of statutory employment rights. 90013 90024 Fixed-term contracts 90025 90010 Fixed-term contracts give a set end date, for example six months or one year.You may want to consider this type of contract if you’re looking to cover maternity leave, staff a big project, or take on interns. 90013 90010 Fixed-term employees are protected and have the same rights as permanent employees (including unfair dismissal and redundancy pay after two-years service). You can not offer them less favourable terms because they’re fixed-term. 90013 90010 The fixed-term can be extended with agreement, but you can not usually keep someone on fixed-term contracts for over four years; at this point they become permanent employees.90013 90010 If the employee continues working beyond the end date of the contract, but it’s not formally renewed, there is an ‘implied agreement’ that the end date has changed, and the employer must still give a proper notice period. 90013 90010 You must also inform fixed-term employees of any permanent vacancies in your organisation. 90013 90024 Casual employment contracts 90025 90010 The casual employment contract is suitable for scenarios where you want an individual to commit to working for you, but you’re not sure how many hours of work you’ll be able to offer them each week and can not guarantee a regular working pattern.The contract should specify the minimum number of hours that you expect them to work each week, with the expectation being that the working pattern, and hours offered above this minimum, is likely to fluctuate. 90013 90010 Individuals on these contracts will accrue holiday based on the number of hours worked, and will be entitled to employment rights including statutory sick pay, where eligible, and statutory minimum notice periods 90013 90010 If you use the casual employment contract, but a pattern of working hours develops over time, this pattern of work is much more likely to form the basis of the contract than any written agreement that you put in place, ie.they will be deemed to be working on a permanent employment contract as opposed to a casual one. 90013 90010 If you do wish the casual employee to work regular hours for a period of time, it’s worth making it clear in writing that this is only a temporary working pattern to suit business needs and does not indicate a permanent contractual right to those hours. 90013 90010 90011 READ MORE: What needs to be included in a contract of employment 90012 90013 90024 Get expert HR advice 90025 90010 Our HR consultants can help guide you through your employee issues.90013 90010 90013 90062 90016 When should a contract of employment be issued and when does it start? 90017 90010 Whether you’ve written anything down or not, your new employees will enter into an employment contract with you as soon as they start working for you. For example, just because a new employee does not have a written contract yet does not mean you can avoid paying them or granting them holiday. 90013 90010 While elements of the contract can remain unwritten, you will need to provide them with a ‘written statement’ documenting key terms regarding pay and hours within two months of the start of their employment with you.However, it’s a good idea to try to provide this as early into the relationship as possible. 90013 90016 Is it illegal not to provide an employment contract? 90017 90010 An employment contract comes into force as soon as someone starts working for you, so essentially, a contract exists irrespective of any documentation. 90013 90010 What you must provide by law, to all employees employed for more than a month, is a written statement documenting the key terms that have been agreed, such as pay and working hours.90013 90010 An employee may go to an employment tribunal for a declaration of what the terms are and claim 2-4 weeks pay (subject to the statutory maximum weekly payment) in compensation if you do not provide the statement within two months of their start date . 90013 90016 Why else do you need written employment contracts? 90017 90010 Although not a legal requirement to do so, it can be advantageous to set out the entire employment contract in writing for two main reasons: 90013 90010 90011 It avoids misunderstandings and disputes 90012 90013 90010 If the finer details of the contract are not written down, you’ll have nothing to prove your legal position in a dispute.90013 90010 90011 It manages expectations 90012 90013 90010 With everything written out, it’ll help your employee to understand the breadth of their entitlements and responsibilities, helping you to manage your relationship with them. 90013 90016 Zero-hours worker contracts 90017 90010 A further type of contract to be aware of is that which applies for workers. 90013 90010 The distinguishing feature of these contracts is that there’s no obligation for the employer to offer a minimum number of hours of work, or for the worker to accept them.This is known as mutuality of obligation. 90013 90010 Workers on zero-hour contracts are still entitled to some statutory employment rights including the statutory minimum level of paid holiday and the National Minimum Wage / National Living Wage. 90013 90010 It’s also important to note that it’s illegal to require a worker to work exclusively for you, so you can not include an exclusivity clause in your worker contracts. 90013 90016 Consultancy agreements 90017 90010 When it comes to working with self-employed contractors, consultants or freelancers, it’s equally important to have a written document — commonly known as a ‘consultancy agreement’ — in place to set out expectations for the working relationships.90013 90016 Get HR Support 90017 90010 If you need help selecting the right type of employment contract for your staff, and making sure your contacts are legally complaint, our HR consultants can help. 90013 90010 90011 Get in touch on [email protected] or give us a call on 0333 444 0165 to find out more about how we can help your business with friendly, expert HR support. 90012 90013 90010 90011 READ MORE: 90012 90013 90010 90120 The content of this blog is for general information only.Please do not rely on it as legal or other professional advice as that is not what we intend. You can find more detail on this in our Terms of Website Use. If you require professional advice, please get in touch. 90121 90013 90123 90016 You might also want to read these articles 90017.90000 Your team — NCVO Knowhow 90001 90002 Please double check the web address or use the search function on this page to find what you are looking for. 90003 90002 If you are certain you have the correct web address but are encountering an error, please contact the site administration.90003 90002 Thank you. 90003 90008 You might have been looking for … 90009 90010 90011 90012 Your team 90013 90002 Tips for developing yourself and your team and advice on how to make the most of human resources.90003 90016 90011 90012 Developing effective teams 90013 90002 How to build effective teams, team roles, team leadership and the stages of team development. 90003 90016 90011 90012 Your team 90013 90002 Tips for developing yourself and your team and advice on how to make the most of human resources.90003 90016 90011 90012 The cohesive team cycle — five steps to building cohesive teams 90013 90002 The more cohesive your team the better their performance. 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