Vacation schedule

At the beginning of the new year, it’s time to start drawing up a vacation schedule for 2019. How to make it right, what responsibility is provided for the lack of a vacation schedule.

If you do everything according to the rules, then you need to take care of the vacation schedule no later than January 5 of the current year. Specialists of the Minsotspolitiki insist on compliance with this deadline. If this deadline did not work, do not worry. But! It is important to have time before the first worker goes on vacation this year.

The form of the vacation schedule can be arbitrary - any convenient for the employer. The schedule does not indicate the specific date of the employee’s leave, but set the months for the start and end of the vacation. The specific period of his within the framework established by the schedule, the employer and the employee agree among themselves. Although, if desired, the exact vacation dates can also be put on the chart.

Include in the schedule not only the annual basic leave of the current year, but also annual additional leave and additional leave for employees with children or an adult child - disabled since childhood in subgroup A I; annual leave and leave for children unused last year. Do not include study leave.

In the schedule, take into account all employees with whom an employment contract has been concluded, including seasonal and temporary workers, part-time workers, employees with whom fixed-term employment contracts have been concluded.

The period for providing vacations must be agreed between the employee and the employer. When scheduling, consider the personal interests of employees and the opportunities for their recreation, as well as the interests of production. When scheduling vacations, first consider employees who have a preferential right to annual leave.

Workers who have worked for less than 6 months can be included in the vacation schedule. As a general rule, in the first year of work in an enterprise, the right to annual leave of full duration arises after the employee has continuously worked for 6 months. But before the expiration of the six-month period, you can realize the right to leave with a duration calculated in proportion to the hours worked. The granting of social allowances for children, additional leave for soldiers and “Chernobyl” leave does not depend on the time that the recently hired employee has worked at the enterprise.

Additional leave for combatants / war invalids and “Chernobyl” leave are not annual. Therefore, their division into parts is not allowed. Social allowance for children is also not an annual leave. Therefore, the employee can take advantage of such leave only for the full duration - without splitting into parts.

The annual start at the request of the employee may be divided into parts if the main continuous part of it is at least 14 calendar days. The schedule drawn up will be coordinated with the elected body of the trade union organization (trade union representative) of the enterprise or another body authorized to represent the work collective. After that it is approved by the head of the enterprise. Then the schedule is communicated to all employees. Better - under the signature. The most optimal way is to provide a separate column in the vacation schedule “Employee’s signature on the familiarization with the schedule”.

If something went wrong. It may happen that the planned vacation periods will fail and a change schedule will have to be made. For example, if the company has "beneficiaries". After all, even if the vacation was planned in the vacation schedule, taking into account the wishes of such workers, they have the right to change their decision. They cannot refuse to transfer the vacation. And if vacation plans change from an employee who does not belong either to the “beneficiaries” or to beginners, the vacation can also be postponed. If the manager does not mind, then on the basis of the application of the employee, he will issue an order (instruction) to postpone the leave and make changes to the vacation schedule. Information on the transfer of leave (date and number of the order) can be indicated in the column “Note” or initially, when scheduling, it should be provided in the column “Transfer of vacation”.

If something went wrong. It may happen that the planned vacation periods will fail and a change schedule will have to be made. For example, if the company has "beneficiaries". After all, even if the vacation was planned in the vacation schedule, taking into account the wishes of such workers, they have the right to change their decision. They cannot refuse to transfer the vacation. And if vacation plans change from an employee who does not belong either to the “beneficiaries” or to beginners, the vacation can also be postponed. If the manager does not mind, then on the basis of the application of the employee, he will issue an order (instruction) to postpone the leave and make changes to the vacation schedule. Information on the transfer of leave (date and number of the order) can be indicated in the column “Note” or initially, when scheduling, it should be provided in the column “Transfer of vacation”.

Schedule a vacation requires us to h. 4, Art. 79 of the Labor Code and Part 10 of Art. 10 Law on Leave. When checking the failure to comply with this requirement, labor inspectors may qualify as “violation of other requirements of labor legislation”, for which: the employer is paid a fine in the amount of 1 payroll; officials of the employer and the FLP - administrative fine in the amount of from 510 to 1700 UAH .. But you should be afraid of these fines only if the absence of a vacation schedule is fixed by the labor inspector in the inspection visit report or an out-of-office inspection report, you are ordered this prescription was ignored. In such a situation, the financial sanctions under Art. 265 of the Labor Code and administrative fine under art. 41 КУоАП its officials will receive an administrative penalty in accordance with Art. 188 КУоАП (from 850 to 1700 UAH.). But if the order is fulfilled within the prescribed period (a vacation schedule has been drawn up), then financial sanctions should not be applied to the employer.