Order on granting leave.

Vacation must be paid no later than 3 calendar days before the start date of the vacation (Article 136 of the Labor Code of the Russian Federation). Extension and transfer of annual paid leave The Labor Code of the Russian Federation provides for several cases when leave should be extended or transferred taking into account the wishes of the employee. This applies to situations where an employee during annual leave (Article 124 of the Labor Code of the Russian Federation):

• fell ill or was injured. In this case, benefits for days of temporary disability are paid to the employee in the general manner (Letter of the Federal Social Insurance Fund of the Russian Federation dated 06/05/2007 No. 02-13/07-4830);
• performed government duties for which the law provides for exemption from work. For example, he was a juror in court (Article 10, paragraph 3 of Art.

Zup 2.5 how to properly arrange leave followed by dismissal?

In order for the average earnings to be calculated in the same way when extending the vacation as for payment of the main part of the vacation, the start date of the vacation must be correctly set. As the vacation start date, manually specify the start date of the initial extended vacation: in our example, it is 06/11/2012, and as the paid vacation period, specify the period for which the vacation is extended, i.e. from 06/30/2012 to 07/10/2012. In this case, the average earnings for paying for the extended vacation will be calculated in the same way as for paying for the main part of the vacation; the amount of accrued vacation pay will be equal to the amount of vacation pay reversed for sick days.

And in conclusion, we will consider the case of granting leave with subsequent dismissal. We have considered the issue of registering annual leave more than once within the framework of this article; we will practically not dwell on this.

Vacation followed by dismissal in 1s zup

Attention

Step 3: determine the number of vacation days taken Based on information about the vacations already used by the employee for the entire period of his work with the employer, the total number of vacation days that the employee has already rested is determined. Step 4: calculate the number of unused vacation days The number of vacation days that the employee did not use at the time of dismissal, and for which he is entitled to compensation, (Kn) is determined by the formula: Kn = Kp - Ki, where: Kp is the number of vacation days due to the employee for the entire period of his work with the employer, which was found in Step 2; Ki – the number of vacation days used at the time of dismissal, determined in Step 3. How to calculate compensation for unused vacation The number of vacation days not used by the employee at the time of dismissal, determined in Step 4, must be multiplied by the employee’s average daily earnings.

8.x zup leave followed by dismissal

In fact, the employment relationship with the employee ends with the start of his vacation” - the key word is “actually” (as the antonym of the word “legally”) StepankovSergei 7 - 12/25/14 - 10:35 (6) I do not have sufficient competence on this issue, but why then during vacation followed by dismissal, if an employee falls ill, his vacation is not extended and the date of dismissal is not postponed? Yohoho 8 - 12/25/14 - 10:42 (7) StepankovSergei 9 - 12/25/14 - 11:54 (8) He is paid disability benefits, but his vacation is not extended. (6) I know the difference between these terms. But if legally he is still an employee, then why can’t he withdraw his resignation letter? IBTM 10 - 12.25.14 - 13:47 (0) do not make the “Calculation upon dismissal” document, if necessary, adjust the rest of the leave of the dismissed person.

Vacation followed by dismissal

How to apply for leave followed by dismissal in the 1C: Salary and Personnel Management 8 program, edition 3.0? The video was made in the program “1C: Salaries and Personnel Management 8” release 3.0.23. In the 1C:ITS information system, in the section “The auditor answers”, it is explained that in the case of a vacation followed by dismissal, the actual last day of work is the day preceding the first day of vacation. Therefore, final settlement with the employee must be made on the last working day before the vacation.
In the 1C: Salary and Personnel Management 8 program, edition 3.0, there is no restriction on dismissing an employee on the last day of vacation, but it is important to follow the sequence of documents. First you need to register a vacation in the program (menu Personnel - Vacations). At the same time, information about vacation balances will change.

StepankovSergei 5 - 12.25.14 - 09:22 The day of dismissal is considered the last day of vacation. And this is the date that should be indicated in the work book. Moreover, the last day of work will be the employee’s last day on duty.

This conclusion was made in the ruling of the Constitutional Court of the Russian Federation dated January 25, 2007 No. 131-О-О. As you can see, in this case the concepts of “day of dismissal” and “last day of work” do not coincide. This means that it is necessary to give the work book and make a full settlement with the employee before he goes on vacation - on the last day of work.
In fact, the employment relationship with the employee ends when his vacation begins. The same point of view is reflected in the letter of Rostrud dated December 24, 2007 No. 5277-6-1. More details: Serg_1960 6 — 12/25/14 — 10:00 I hope the vehicle still understands the differences between the concepts of “dismissal day” and “last day of work”...

1c peg 2 5 vacation followed by dismissal

Important

Let us also recall that when granted leave with subsequent dismissal, the employee has the right to withdraw his resignation letter before the start date of the leave, if another employee is not invited to take his place by way of transfer. Leave upon dismissal The employee’s right to leave upon dismissal is enshrined in Art. 127 Labor Code of the Russian Federation. This right can be exercised:

• in the form of granting leave followed by dismissal;
• in the form of payment of compensation for unused vacation.

In any case, all days of unused vacation of the employee at the time of dismissal must be provided in kind or compensated in money.

1s zup 2 5 vacation followed by dismissal

Law of August 20, 2004 No. 113-FZ). If an employee, while on vacation, immediately notified his employer of illness or the performance of government duties, then his vacation can be automatically extended by the appropriate number of days (clause 18 of the Rules on regular and additional vacations , approved by the NKT of the USSR 04/30/1930 No. 169). In this case, there is no need to issue a separate order for extension. As a result, the employee will return to work later than the originally established end date of the vacation. If the employee goes to work in accordance with the vacation schedule and only then informs the employer, for example, that he was sick, then he will need to agree on the issue of transferring part of the vacation to another date. The employee will have to write an application to postpone the vacation.
Each employer approves such a schedule no later than 2 weeks before the start of the calendar year. This means that no later than December 17 of the current year, a vacation schedule for the next year must be drawn up and approved (Article 123 of the Labor Code of the Russian Federation). If an employee is going on vacation as scheduled, then there is no need to take an application from him for another vacation.

In this case, it is necessary to send him a notice of vacation 2 weeks before the start of the employee’s vacation or earlier against signature (Article 123 of the Labor Code of the Russian Federation). There is no approved form for such notification, so the employer has the right to decide for himself how to notify the employee (Rostrud Letter No. 1693-6-1 dated July 30, 2014). In addition to the notification, it will be necessary to issue an order to grant leave to the employee or employees in form No. T-6 or No. T-6a, respectively (approved.
Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1).
The document indicates the start date of the employee’s absence and selects the status “Absent for an unknown reason” (since the employee has not yet provided a certificate of incapacity for work). In order to correctly calculate the salary of Kovalenko E.V. in the month of June, based on the document Absenteeism and illness of organizations, it is necessary to maintain the document “Absenteeism in organizations” (Payroll calculation by organizations - Absenteeism - Absenteeism in organizations) under the type “Absence for an unknown reason”, the start date is 06.26.12 and the end date is 06.30. 12. Registration of absences and absenteeism is required in the case when the personnel officer - the accountant does not have a certificate of temporary incapacity for work. If, for one reason or another, this sick leave is available in the personnel service, then it is enough to simply enter it into the information base.

Example: Employee Kovalenko E.V. was granted another paid leave from 06/11/2012 to 06/25/2012. The amount accrued to the employee for the vacation period was: 11,904.76 rubles. While on vacation, the employee fell ill, temporary disability lasted from 06/20/2012 to 06/30/2012 (10 calendar days). The leave was extended by the number of days that coincided with the period of temporary incapacity for work.

The HR manager must perform the following actions:

1. Register and accrue the next paid leave.
2. Register the employee's absence from work after the end of her vacation.
3. Register a period of temporary disability and calculate temporary disability benefits.
4. Accrue and register vacation extension.

In the previous article, we described in sufficient detail how to register leave for employees in the “Salaries and Personnel Management 8” program. Now we will simply remind you what documents are used to do this. An order for leave is issued in the program using the document “Leaves of Organizations” (Personnel records - Accounting for absenteeism - Leaves of organizations). The amount of vacation accruals is made using the document “Accrual of vacation for employees of organizations” (Calculation of salaries by organization - Absenteeism - Accrual of vacation for employees of organizations).

Let us dwell in more detail on the registration of an employee’s absence from work at the end of her vacation.

After the end of her vacation, Kovalenko E.V. was supposed to return to work on June 26, 2012. However, due to illness, she did not return to work. To reflect this fact in the program, it is necessary to enter a personnel document registering the employee’s absence from work for an unknown reason - “Absences and illnesses of organizations” (Personnel records - Accounting for absenteeism - Absences and illnesses of organizations). The document indicates the start date of the employee’s absence and selects the status "Absent for unknown reason"(since the employee has not yet provided a certificate of incapacity for work). In order to correctly calculate the salary of Kovalenko E.V. in June, based on the document Absenteeism and illness of organizations, it is necessary to maintain a document “Absenteeism in organizations” (Payroll calculation by organization - Absenteeism - Absenteeism in organizations) by appearance "Unexplained Absence", start date is 06/26/12 and end date is 06/30/12.

Registration of absences and absenteeism is required in the case when the personnel officer - the accountant does not have a certificate of temporary incapacity for work. If, for one reason or another, this sick leave is available in the personnel service, then it is enough to simply enter it into the information base.

Now let’s look at how to correctly register a period of temporary disability and the accrual of benefits for temporary disability?

In July, the employee returned to work and in the next period provided a certificate of incapacity for work, from 06/26/2012 to 06/30/2012. In personnel records, this fact can be registered by entering a correction document “Absences and illnesses of organizations”, which will be a document-correction of a previous similar document with the type of operation “Absence for an unknown reason”. The document must indicate the start date of the temporary disability period and select the condition "Sick".

Now you need to enter the document “Accrual on sick leave” (Payroll by organization - Absenteeism - Accrual on sick leave), in which you must indicate the actual start and end date. When calculating temporary disability benefits, part of the vacation payment that falls during the sick leave period is automatically reversed. This can be seen on the “Sick Leave Calculation” tab. If the sick leave is registered in the same accrual month as the vacation, then reversal is not performed; only the need arises to recalculate the previously entered document.

Now let's look at how to register a vacation extension

Extension of vacation in the payroll subsystem is registered using an already known document “Accrual of vacation to employees of organizations”. However, when filling out the document “Accrual of leave for employees of organizations”, you should pay attention that when extending leave, payment should be made based on the same average earnings as payment for the main part of the leave. In order for the average earnings to be calculated in the same way when extending the vacation as for payment of the main part of the vacation, the start date of the vacation must be correctly set. As the vacation start date, manually specify the start date of the initial extended vacation: in our example, it is 06/11/2012, and as the paid vacation period, specify the period for which the vacation is extended, i.e. from 06/30/2012 to 07/10/2012. In this case, the average earnings for paying for the extended vacation will be calculated in the same way as for paying for the main part of the vacation; the amount of accrued vacation pay will be equal to the amount of vacation pay reversed for sick days.

And in conclusion, consider the case of granting leave followed by dismissal

Because We have considered the issue of registering annual leave more than once within the framework of this article; we will practically not dwell on this. I would like to remind you that when an employee is granted leave with subsequent dismissal, the day of dismissal is considered the last day of leave, because upon its expiration, the parties (employee and employer) will no longer be bound by obligations. When granting leave followed by dismissal, the personnel officer issues two orders:

• On the provision of leave (forms N N T-6 and/or T-6a), approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 N 1);
• On dismissal (forms N N T-8 and/or T-8a), approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 N 1).

Let's look at what documents to reflect this leave-dismissal procedure in the 1C: Salaries and Personnel Management 8 program.

Example: Employee Petrov I.F. goes on vacation from 06/29/2012 to 07/12/2012, followed by dismissal. As mentioned above, the personnel officer prepares two orders and two calculations on June 26, 2012.

Leave order - Personnel records - Accounting for absenteeism - Vacations of organizations (form T6)

Using the well-known method, through the “Analysis of Absences” processing, we calculate vacation pay, thereby entering into the database the regulatory document “Accrual of vacation for employees of organizations”, calculating and carrying it out.

Order of dismissal. We create a personnel document in which we indicate the date of dismissal - 07/12/2012 (the last day of I.F. Petrov’s vacation) - Personnel records - Personnel records - Dismissals from organizations (T8). When you specify the date of the document, the program automatically calculates the number of days of vacation compensation based on those entered into the database, based on the processing settings “Setting up accounting parameters” on the “Personnel records” tab.

After completing the document, a regulated settlement document “Calculation upon dismissal of an employee of an organization” is introduced (Calculation of salaries by organization - Primary documents - Calculation upon dismissal of employees of an organization). The corresponding personnel document is selected as the basis document, which is selected in the requisite - “Order”.

The purpose of this document is to calculate the amount of compensation for unused vacation, which is achieved using the “Calculate” button. Because Petrov I.F. resigns on July 12, 2012, then the calculation period (for calculating average earnings) is taken from July 2011 to June 2012.

At this point I would like to conclude that there is a letter from Rostrud dated July 22, 2010 No. 2184-6-1, in accordance with which the procedure for determining the calculation period for determining average earnings upon dismissal is clarified. This clarification applies to the case if an employee resigns on the last calendar day of the month. In this case, the month of dismissal is included in the calculation period.

Let’s assume that I.F. Petrov’s vacation ends on 07/31/12. (from 07/04/12-07/31/12) Then, when calculating compensation using the regulatory document “Calculation upon dismissal of employees of organizations”, the calculation period will be from August 2012 to July 2012, fortunately the salary for 2 working days.

Then, upon full payment of the employee, he will be paid vacation pay, salary for 2 working days and the amount of compensation for unused vacation, in which the salary part of July 2012 is included in the calculation. Repayment of the total amount of settlements with the employee can be made using the document “Salaries payable organizations”, with the payment type “Salary”.

You can get more detailed information about typical and atypical situations related to the calculation of vacation pay in the “HR and remuneration” section of the ITS PROF disk (subsection – “HR accounting and settlements with personnel in 1C programs”)

As mentioned above, the personnel officer prepares two orders and two calculations on June 26, 2012.

1. Vacation order - Personnel records - Accounting for absenteeism - Vacations of organizations (form T6) Already using the well-known method, through the processing “Analysis of Absences”, we calculate vacation pay, thereby entering into the database the regulatory document “Accrual of vacation for employees of organizations”, we calculate and carry it out.
2. Order of dismissal. We create a personnel document in which we indicate the date of dismissal - 07/12/2012 (the last day of I.F. Petrov’s vacation) - Personnel records - Personnel records - Dismissals from organizations (T8). When you specify the date of the document, the program automatically calculates the number of days of vacation compensation based on those entered into the database, based on the processing settings “Setting up accounting parameters” on the “Personnel records” tab.

Zup 2.5 how to properly arrange leave followed by dismissal?

Labor Code of the Russian Federation). Unlike other leaves, annual paid leave that is not used on time can be transferred to the future, and in case of dismissal is subject to compensation to the employee. Annual paid leave Every person who works under an employment contract has the right to leave (Part.

5 tbsp. 37 Constitution of the Russian Federation, Art. 21 Labor Code of the Russian Federation). At the same time, during the period of the next vacation, the employee, in accordance with labor legislation, retains his place of work (position), as well as his average earnings (Article 114 of the Labor Code of the Russian Federation). Paid leave must be provided to an employee regardless of his place of work, shift, form of remuneration, position held, term of the employment contract, legal form of the employer, etc.
d. Therefore, vacations are provided, among other things, to those who work:

• part-time (Article 287 of the Labor Code of the Russian Federation);
• on a part-time basis (Art.

Vacation followed by dismissal in 1s zup

Attention

Important

IBTM 13 — 12/25/14 — 16:43 (10) Where in the program or in life? In the program it’s possible, in life it’s also possible if you don’t owe him anything. IBTM 14 — 12/25/14 — 16:43 (13) to (11) List of forum topics Put your work in order using the 1C configuration “IT Department Management 8” ATTENTION! If you have lost the message input window, press Ctrl-F5 or Ctrl-R or the Refresh button in your browser.

8.x zup leave followed by dismissal

StepankovSergei 12/24/14 — 18:53 We need to fire an employee, he has 12 days of vacation. From 12/29/2014 to 01/17/2015 we are sent on vacation, we formalize “Dismissal from the organization”, the date of dismissal is 01/17/2015.
In it he counts another 2 days of compensation. How to properly send someone on leave followed by dismissal so that no one owes anyone anything? Advertising space is empty Shrek_yar 1 — 12/24/14 — 19:54 pay 2 days of compensation shaes 2 — 12/24/14 — 21:48 (0) send to 14 not offer? StepankovSergei 3 - 12/25/14 - 08:18 If you send it to 14, then there will be 2 days of unworked vacation. because during a vacation followed by dismissal, even though the date of dismissal is January 17, the termination of the employer-employee relationship begins on the date of the employee’s last day at work, December 29... In general, they were sent for 14 days and kept for 2 days upon dismissal.

Vacation followed by dismissal

Now let’s look at how to correctly register a period of temporary disability and the accrual of benefits for temporary disability? In July, the employee returned to work and in the next period provided a certificate of incapacity for work, from 06/26/2012 to 06/30/2012. In personnel records, this fact can be registered by entering a correction document “Absences and illnesses of organizations,” which will be a correction document of a previous similar document with the type of operation “Absence for an unknown reason.”

In the document, you must indicate the start date of the temporary disability period and select the “Sick” condition. Now you need to enter the document “Accrual on sick leave” (Payroll by organization - Absenteeism - Accrual on sick leave), in which you must indicate the actual start and end date.

Step 2: determine the number of vacation days that the employee is entitled to for the entire period of his work. The number of vacation days in calendar days that are due to the employee during the period of his work with the employer (Kp) is determined by the formula: Kp = Kg/12 *M, where: Kg - the number of vacation days due to an employee per working year; M is the length of service with the employer in months, found in Step 1. The resulting number of days may not be a whole number. If the employer decides to round the number of days, this should always be done in favor of the employee, and not according to the rules of arithmetic (Letter of the Ministry of Health and Social Development dated December 7, 2005 No. 4334-17). This means, for example, that a non-integer number of vacation days 37.3 can be used in future calculations, but if the employer decides to round it up, then the number of days will be 38, but 37 days.

1c peg 2 5 vacation followed by dismissal

However, if leave without pay is granted to an employee with subsequent dismissal, then it is advisable to make the calculation by analogy with the provision of paid leave with subsequent dismissal - on the last working day before the employee goes on leave at his own expense. Sample application for leave with subsequent dismissal An employee who wants to go on leave with subsequent dismissal submits a corresponding application to his employer: General Director of Sigma LLC V.P. Rumyantsev

from the translator of the translation department Streltsova E.A. Application I ask you to provide me with annual paid leave from June 25, 2018, lasting 3 calendar days, followed by dismissal at my own request. 06/18/2018 Translator E.A. Streltsova

1s zup 2 5 vacation followed by dismissal

Therefore, if the duration of vacation exceeds 14 calendar days, such an employee has the right to go to work on the day of dismissal to receive the final payment and work book. It is important to take into account that the employer does not have the right to call the employee back from vacation before it ends (Art.

Labor Code of the Russian Federation). Dismissal after voluntary leave Nothing changes if the employee decides to leave the employer after returning from leave at his own expense. The only difference is that up to and including the day of dismissal, the employee must perform his job duties during the notice period, unless, of course, the employer agrees to part with the employee ahead of schedule.

How to calculate the number of vacation days upon dismissal To calculate the number of vacation days due to an employee, you must: Step 1: Calculate the employee’s length of service with the employer. Step 2: Determine the number of vacation days that the employee is entitled to for the entire period of his work. Step 3: Determine the number of vacation days already taken by the employee. Step 4: Calculate the number of vacation days not taken off. Step 1: calculate the length of service with the employer in months. The answer to the question of what is included in the length of service that gives the right to annual paid leave is contained in Art. 121 Labor Code of the Russian Federation. The length of service that gives the right to basic paid leave includes: does not include: time of actual work, time of absence of the employee from work without good reason, incl. in case of suspension from work under Art.

• at home (Article 310 of the Labor Code of the Russian Federation);
• remotely (Article 312.4 of the Labor Code of the Russian Federation).

At the same time, leave is not granted to persons with whom civil law contracts have been concluded (Article 11 of the Labor Code of the Russian Federation). Regular paid leave: procedure for granting The working year for which an employee is granted annual paid leave is counted from the date the employee starts work, and not from January 1 (Article

123 Labor Code of the Russian Federation). As for the first year of work with a new employer, the employee has the right to use vacation after 6 months. But by agreement with management, a newly hired employee can go on vacation earlier (Article 122 of the Labor Code of the Russian Federation). The next paid vacation can be granted to an employee at any time during the calendar year in accordance with the vacation schedule (Article 122 of the Labor Code of the Russian Federation).