Leisure and recreation. Rules of internal regulations and accommodation at the Yubileiny Hotel Voronezh. Rules of residence and internal regulations of premises owners

INTERNAL LABOR RULES

EMPLOYEE SCHEDULE

1. General Provisions

1.1. Internal rules labor regulations(hereinafter referred to as the “Rules”) are a local regulatory act of the Open Joint Stock Company “Oil” (hereinafter referred to as the “Company”, “Employer”), regulating, in accordance with the Labor Code Russian Federation, other federal laws, the procedure for hiring and dismissing employees, basic rights, duties and responsibilities of the parties to labor relations, work hours, rest periods, incentives and penalties applied to employees, as well as other issues related to the regulation of labor relations.

1.2. The rules were developed in accordance with the Labor Code of the Russian Federation (hereinafter referred to as the “LC”), as well as other regulatory legal acts containing labor law standards.

1.3. The rules are aimed at promoting effective organization of work, rational use of working time, high quality work, increasing labor productivity, as well as strengthening labor discipline

1.4. Compliance with these Rules is mandatory for all employees, regardless of length of service and mode of employment.

2. Hiring procedure

2.1. The basis for the emergence of labor relations between an employee and the Company is the conclusion of an employment contract.

2.2. An employment contract (hereinafter referred to as the “Agreement”) concluded between the Company and an employee is an agreement in accordance with which the Company undertakes to provide the employee with work for a specified labor function, to provide working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms , local regulations and this agreement, pay the employee wages in a timely manner and in full, and the employee undertakes to personally perform the labor function determined by this agreement and comply with these Internal Labor Regulations of the Company.

2.3. The agreement is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the Agreement is kept by the Employer, and the other is given to the employee. The employee’s receipt of a copy of the Agreement is confirmed by the employee’s signature on the copy of the Agreement stored by the Employer.

2.4. The terms of the Agreement may be changed during the period of its validity by mutual agreement of the parties in the manner prescribed by the legislation of the Russian Federation. Moreover, all of these additions or changes will have legal force only if they are written and signed by the parties as an integral part of the Agreement.

2.5. When concluding an employment contract, a person applying for work presents:

· passport or other identification document;

· work book (except for cases when an employment contract is concluded for the first time or an employee starts working on a part-time basis);

· insurance certificate of state pension insurance (when concluding an employment contract for the first time, an insurance certificate of state insurance is issued by the Employer);

· military registration documents – for those liable for military service and persons subject to conscription;

· document on education, qualifications or special knowledge – when applying for a job that requires special knowledge or special training

2.6. Hiring without presenting those specified in paragraphs. 2.5. documents are not allowed.

2.7. When applying for a job, the employee fills out a questionnaire according to the approved form, where he indicates information about his place of residence, place of registration, military service, education, marital status, as well as contact information: telephone numbers (home and mobile), email address, etc. d.

2.8. The received and processed personal data of the employee is contained in the personal card T-2, in accordance with the Regulations on the protection of personal data of employees of OJSC Oil.

2.9. When hired (before signing an employment contract), the employee gets acquainted with these Internal Labor Regulations, the Regulations on the Protection of Personal Data and other local regulations directly related to his work activity, and also undergoes an introductory (primary) briefing at work place on occupational safety and health.

2.10. An employee whose access to information constituting a trade secret is necessary to perform his job duties must be familiar with the documents regulating the procedure for using information constituting a trade secret.

2.11. For each employee who has worked for the Company for more than five days, the Employer is obliged to keep work books, if the work in the Company is the main one for the employee.

2.12. When concluding the Agreement for the first time, the work book and insurance certificate of state pension insurance are issued by the Company.

2.13. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the Company, upon a written application of this person (indicating the reason for the absence of a work book), issues a duplicate of the work book.

2.14. When issuing a work book and an insert to it to an employee, the Company charges him a fee, the amount of which is determined by the amount of expenses for their acquisition.

2.15. Hiring is formalized by an order of the Employer issued on the basis of the concluded Agreement. The content of the order must comply with the terms of the concluded Agreement. The employment order is announced to the employee against signature within three days from the date of signing the Agreement.

2.16. An employee has the right to enter into employment contracts to perform other regular paid work in the Company (internal part-time job) and (or) with another employer (external part-time job) during his free time from his main job.

2.17. With the written consent of the employee and for an additional payment, he may be entrusted with performing additional work in a different or the same position during the established working hours, along with the work specified in the Contract.

2.18. A fixed-term Agreement may be concluded in the following cases:

· for the duration of the duties of an absent employee, whose place of work is retained;

· for the duration of temporary (up to two months) work;

· to carry out work that goes beyond the normal activities of the Employer, as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;

· with persons applying for part-time work;

· with age pensioners entering work, as well as with persons who, for health reasons, in accordance with a medical certificate, are allowed to work exclusively of a temporary nature.

· with persons hired to perform predetermined work in cases where its completion cannot be determined by a specific date;

· to perform work directly related to the employee’s internship and professional training;

· with persons studying full-time;

· in other cases provided for by the labor legislation of the Russian Federation.

2.19. When concluding the Agreement, in order to verify the employee’s suitability for the work assigned, the employee is given a probationary period of three months.

2.20. When concluding an employment contract for a period of two to six months, the probationary period is two weeks.

2.21. For the head of the Company, his deputies, the Chief Accountant and his deputies, the probationary period can be set for up to six months.

2.22. A hiring test is not established for:

· persons elected through a competition to fill the relevant position, conducted in the manner established by regulatory legal acts of the Russian Federation;

· pregnant women and women with children under the age of one and a half years;

· persons under the age of eighteen;

· persons who have graduated from state accredited educational institutions of primary, secondary and higher vocational education and are entering work for the first time in their specialty within one year from the date of graduation from the educational institution;

· persons invited by transfer from another employer as agreed between employers;

· persons who have entered into an employment contract for a period of up to two months;

· other persons in cases provided for by the Labor Code.

2.23. During the probationary period, the employee is subject to the provisions of labor legislation and other regulatory legal acts containing labor law norms and local regulations.

2.24. Labor activity during the probationary period is included in the length of service.

2.25. The period of temporary disability and other periods when the employee was actually absent from work are not included in the probationary period.

2.26. Based on the results of the probationary period, the Employer and the employee decide to continue or terminate the employment relationship.

2.27. If the test results are unsatisfactory, the Employer has the right to terminate the Contract with the employee before the expiration of the test period by warning him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing the employee as having failed the test.

2.28. If the probation period has expired and the employee continues to work, then he is considered to have passed the test and subsequent termination of the Agreement is permitted only on a general basis.

2.29. If during the probationary period the employee comes to the conclusion that the work offered to him is not suitable for him, then he has the right to terminate the Agreement at his own request by notifying the Employer in writing three days in advance.

2.30. The exclusive rights to use works created by an employee in the performance of official duties belong to the Employer.

3. Changes to the employment contract

3.1. Changing the terms of the employment contract determined by the parties, including transfer to another job, relocation is allowed only by agreement of the parties to the Agreement, with the exception of cases provided for by the Labor Code.

3.2. When transferring to another job, the employee (before signing the agreement to the employment contract) becomes familiar with local regulations directly related to his work activity.

3.3. An employee, with his consent, may be assigned the duties of a temporarily absent employee (combining professions (positions)) without being released from work, with an additional payment established in the amount determined by agreement of the parties. The combination of professions (positions) is formalized by an order of the Employer, which determines the term (period) of the combination and the amount of additional payment. The employee's familiarization with the order and his consent to the combination is confirmed by the employee's signature on the order.

3.4. In the event that, for reasons related to changes in organizational or technological working conditions, the terms of the Agreement determined by the parties cannot be maintained, they may be changed at the initiative of the Company, with the exception of changes in the employee’s labor function.

4. Dismissal of an employee

4.1. The contract is subject to termination in the manner and on the grounds provided for by the current labor legislation of the Russian Federation.

4.2. The day of termination of the Agreement in all cases is the last day of work of the employee, with the exception of cases where the employee did not actually work, but in accordance with the Labor Code of the Russian Federation, his place of work (position) was retained.

4.3. Upon dismissal, the employee transfers the affairs, as well as the property assigned to him, to a person appointed by the Employer.

4.4. Termination of the Agreement is formalized by order (instruction) of the Employer. The employee familiarizes himself with the order (instruction) of the Employer to terminate the Agreement against signature.

4.5. On the day of termination of the Agreement, the Employer issues a work book to the employee.

4.6. If it is impossible to issue a work book to an employee on the day of dismissal due to his absence or refusal to receive it, the Employer sends the employee by mail a notice of the need to appear for a work book or agree to have it sent by mail.

4.7. From the date of sending the specified notice, the Employer is released from liability for the delay in issuing the work book.

4.8. Upon written request from an employee who has not received a work book after dismissal, the Employer issues it no later than three working days from the date of the employee’s application.

4.9. Upon termination of the contract, payment of all amounts due to the employee from the Employer is made on the day the employee is dismissed.

4.10. If the employee did not work on the day of dismissal, then the corresponding amounts must be paid no later than the next day after the dismissed employee submits a request for payment.

4.11. Severance pay upon termination of a trade union is paid to the employee in cases and in the manner established by the labor legislation of the Russian Federation.

4.12. When dismissing an employee, the Employer has the right to make deductions from the employee’s salary to pay off his debt to the Employer in the cases and in the amount provided for in Articles 137 and 138 of the Labor Code and other federal laws.

4.13. In addition to the grounds provided for by the Labor Code and other federal laws, a contract concluded for an indefinite period with a person working part-time may be terminated if an employee is hired for whom this work will be the main one, about which the Employer warns the specified person in writing no less than two weeks before termination of the Agreement.

4.14. An employee who has entered into an Agreement for a period of up to two months is obliged to notify the Employer in writing three calendar days in advance of the early termination of the Agreement.

5. Basic rights and obligations of the employee

5.1. The employee has the right to:

· conclusion, amendment and termination of an employment contract in the manner and on the terms established by the Labor Code and other federal laws;

· provision of work provided for in the employment contract;

· a workplace that meets state regulatory requirements for labor protection;

· timely and full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed;

· rest provided by establishing normal working hours, providing weekly days off, non-working days holidays, paid annual leave;

· complete reliable information about working conditions and labor protection requirements in the workplace;

· professional training, retraining and advanced training in the manner established by the Labor Code and other federal laws;

· protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;

· compensation for damage caused in connection with the performance of his labor duties, in the manner prescribed by current legislation;

· compulsory social insurance in cases provided for by federal laws;

· ensuring other rights provided for by the Labor Code and the Agreement.

5.2. The employee is obliged:

· conscientiously fulfill his labor duties assigned to him by the employment contract;

· comply with internal labor regulations;

· maintain labor discipline;

· comply with established labor standards;

· rational use of the Employer’s working time, materials and equipment;

· take care of the property of the Employer and other employees (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property);

· immediately inform the Employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer’s property (including the property of third parties owned by the Employer, if the Employer is responsible for the safety of this property);

· comply with labor protection and occupational safety requirements;

· maintain the confidentiality of information constituting official and commercial secrets that have become known to the employee as a result of work activity;

· use communication equipment and office equipment exclusively for production purposes;

· if you fail to show up for work on the day of incapacity for work or in other cases, notify your immediate supervisor and the HR Directorate by available means about the reasons for your absence from the workplace, and when you return to work on the first day, submit supporting documents for your absence from the workplace to the HR Directorate ;

· in case of temporary disability that occurs while on regular leave, the employee is obliged, no later than three days from the date of onset of disability, to notify his immediate supervisor and the HR Directorate about this by accessible means, and resolve issues related to the extension of leave;

· The employee must have a neat appearance consistent with business style. Requirements for the appearance of the Company's employees are given in Appendix No. 1 to these Rules. Certain categories of employees are provided by the Employer with special clothing of the established type.

· fulfill other duties provided for by these Rules, the Agreement, job descriptions, local regulations and labor legislation of the Russian Federation.

6. Basic rights and obligations of the Employer

6.1. The employer has the right:

· conclude, amend and terminate employment contracts with employees in the manner and on the terms established by the Labor Code and other federal laws;

· require the employee to fulfill his or her job duties, to take care of the property of the Employer (including the property of third parties owned by the Employer, if the Employer is responsible for the safety of this property) and other employees, and to comply with these Rules;

· encourage the employee for conscientious, effective work;

· bring the employee to disciplinary and financial liability in the manner established by the Labor Code and other federal laws;

· adopt local regulations that are mandatory for the Employee.

6.2. The employer is obliged:

· comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of agreements and employment contracts;

· provide the employee with work stipulated by the employment contract;

· provide the employee with safety and working conditions that comply with state regulatory requirements for labor protection;

· provide the employee with equipment, technical documentation, materials and other means necessary to perform his job duties;

· provide employees with equal pay for work of equal value;

· pay the full amount of wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation, Internal Labor Regulations, and employment contracts;

· familiarize employees, upon signature, with the adopted local regulations directly related to their work activities;

· provide for the household needs of employees related to the performance of their job duties, including providing employees with drinking water of adequate quality, if the quality of drinking water supplied to the organization does not comply with the sanitary and epidemiological rules and regulations “Drinking water. SanPiN 2.1.4.1074-01";

· carry out compulsory social insurance of employees in the manner established by federal laws;

· provide employees with guarantees and compensations provided for by the current labor legislation of the Russian Federation;

· provide the Employee with corporate mobile communications for use for production purposes in accordance with the local regulations of the Employer;

· compensate for harm caused to employees in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code, other federal laws and other regulatory legal acts of the Russian Federation.

7. Social and medical insurance of the employee.

7.1. The Employer provides voluntary medical insurance to the Employee under the conditions determined by the local regulations of the Employer.

7.2. The Employer provides compulsory social insurance for the Employee in accordance with the Labor Code of the Russian Federation and other federal laws.

7.3. In case of temporary disability, the employer pays the employee temporary disability benefits in accordance with the legislation of the Russian Federation.

7.4. Sick leave for pregnancy and childbirth is paid in accordance with the standards established by the legislation of the Russian Federation.

7.5. Financial assistance can also be provided to an employee if natural disaster And emergency; employee illness; death of an employee; serious illness or death of a close relative of the employee (parents, children, husband, wife); in other cases, based on the decision of the head of the Company.

7.6. The decision on the payment of such financial assistance and its amount is formalized by orders of the General Director of the Company.

7.7. Financial assistance in the event of the death of an employee is paid to a spouse, one of the parents or another family member.

8. Protection of personal data of employees

8.1. Receipt, processing, transfer and storage of personal data of employees takes place in the manner established by the Regulations on the protection of personal data of employees, approved by the Employer.

9. Retraining of workers

9.1. The need for professional training and retraining of personnel is determined by the Employer, guided by the current legislation of the Russian Federation.

10. Working hours

10.1. Working time is the time during which the employee, in accordance with these Rules and Conditions of the Agreement, must perform work duties, as well as other periods of time that, in accordance with laws and other regulatory legal acts, relate to working time.

10.2. The employer is required to keep records of the time actually worked by each employee.

10.3. Working time includes the time spent on performing both production operations (main, auxiliary time, normalized break time), and preparing for the execution of the assigned work, on actions to complete it and maintain the workplace (preparatory and final time and time for servicing the worker places: preparation and cleaning of the workplace).

10.4. The Company's employees have a five-day work week with two days off: Saturday and Sunday. Working hours are 40 hours per week and 8 hours per day, respectively.

10.5. Working hours are distributed from Monday to Friday as follows:

· work starts at 09:00. 00 min;

· end of work 18:00 00 min;

· in the period from 12.00 to 14.00 of each working day, employees are given a break for rest and food lasting one hour.

10.6. The length of the working day immediately preceding a non-working holiday is reduced by one hour.

10.7. The duration of working hours when working part-time should not exceed four hours a day. On days when the employee is free from work duties at his main place of work, he can work part-time full time.

10.8. The contract with the employee may provide for an irregular working day - special treatment work, according to which individual employees may, by order of the Employer, if necessary, be occasionally involved in the performance of their labor functions outside the working hours established for them. The list of positions of employees with irregular working hours is established by the Employer.

10.9. By agreement between the Employer and the employee, a part-time or part-time work week may be established both upon hiring and subsequently. The employer is obliged to establish a part-time or part-time work week at the request of a pregnant woman, one of the parents (guardian, custodian) with a child under the age of 14 (a disabled child under the age of 18), as well as a person caring for the patient family member in accordance with a medical report.

10.10. An employee may be sent on a business trip in the manner established by the Labor Code of the Russian Federation and the “Regulations on Business Travel” approved by the Employer.

11. Rest time

11.1. Rest time is the time during which an employee is free from performing work duties and which he can use at his own discretion. Types of rest time are: breaks during the working day; daily rest; weekends (weekly uninterrupted rest); non-working holidays; vacation.

11.2. With a five-day work week, employees are given two days off per week: Saturday and Sunday.

11.3. If a day off coincides with a non-working holiday, the day off is transferred to the next working day after the holiday, unless a different procedure for transferring days off is determined by regulatory legal acts of the Russian Federation.

11.4. The order of provision of paid vacations is determined annually in accordance with the vacation schedule approved by the Employer no later than two weeks before the start of the calendar year.

11.5. The employee is granted annual paid leave with preservation of his place of work (position) and average earnings for a duration of 28 (Twenty-eight) calendar days.

11.6. For employees with irregular working hours, an annual additional paid leave of 3 (three) calendar days is established.

11.7. The right to use vacation for the first year of work arises for the employee after six months of continuous work in the Company.

11.8. Vacation for the second and subsequent years of work is provided to the employee in accordance with the vacation schedule approved by the Company.

11.9. By agreement between the employee and the Employer, vacation may be divided into parts. Moreover, at least one part of this leave must be at least 14 (Fourteen) calendar days.

11.10. The employee must be notified by signature of the start time of the vacation no later than two weeks before its start.

11.11. Recall of an employee from vacation is permitted only with his consent. The part of the vacation unused in this regard must be provided at the employee’s choice at a time convenient for him during the current working year or added to the vacation for the next working year.

11.12. Employees who have entered into an Agreement for a period of up to two months are provided with paid leave or are paid compensation upon dismissal at the rate of two working days per month of work.

11.13. Upon written request from the employee, unused vacations may be granted with subsequent dismissal (except for cases of dismissal for guilty actions). In this case, the day of dismissal is considered the last day of vacation.

11.14. For family reasons and other valid reasons, an employee, upon his written application, may be granted leave without pay, the duration of which is determined by agreement between the employee and the Employer.

11.15. If in a part-time job the duration of annual paid leave is less than the duration of leave at the main place of work, then the Employer, at the request of the employee, provides him with leave without pay for the corresponding duration.

11.16. Part-time work does not entail for the employee any restrictions on the duration of the annual basic paid leave, calculation of length of service and other labor rights.

11.17. The following employees have a priority right to annual leave in the summer or at any time convenient for them:

· single parents;

· women with three or more children;

· workers injured at work;

· any employees if they have vouchers for treatment;

· women before or immediately after maternity leave;

· at the request of the husband, he is granted annual leave while his wife is on maternity leave, regardless of the time of his continuous work in the Company;

· part-time workers in combined work – simultaneously with annual paid leave for their main job;

· other employees in cases provided for by federal laws.

12. Remuneration

12.1. Payment of wages is made by the Employer twice a month within the following periods:

· Advance in the amount of 30% (thirty percent) of the salary, excluding personal income tax - on the 20th day of the paid month;

· The remaining part of the salary is due on the 10th day of the month following the month paid.

12.2. If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day.

12.3. Payment of wages to the employee, social and other payments provided for by the legislation of the Russian Federation is carried out by the Employer by transfer Money to the employee's bank account. The employer ensures timely transfer of these payments to the employee’s bank account in accordance with the requirements of the Labor Code and these Rules.

12.4. In order to ensure the smooth receipt of funds by the employee, the Employer, on the basis of an appropriate agreement with the bank, ensures the opening of an account for the employee in the bank and the issuance of a plastic bank card.

12.5. Payment for annual basic paid leave is made no later than three days before its start.

12.6. An employee working on a part-time basis or performing the duties of a temporarily absent employee without being released from his main job is paid additionally for combining professions (positions) or performing the duties of a temporarily absent employee.

12.7. The amount of additional payment is established by agreement of the parties to the Agreement, taking into account the content and (or) volume of additional work, but not more than 30% of the salary of the absent employee.

12.8. During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code or other federal laws.

12.9. Upon dismissal, the employee is paid monetary compensation for all unused vacations.

12.10. Compensation for unused additional vacations is calculated based on the Employee’s prorated time worked.

12.11. Remuneration systems, including the amount of official salaries, additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, systems of additional payments and incentive allowances and bonus systems, are established by local regulations in accordance with labor legislation and other regulatory legal acts acts containing labor law norms.

12.12. For all cases of determining the amount of average wages (average earnings) provided for by labor legislation, a period for calculating the average wage is established equal to three calendar months preceding the period during which the employee retains the average wage. If the application of the specified calculation period worsens the situation of workers in comparison with the procedure for calculating average earnings determined by Article 139 of the Labor Code, the calculation of average earnings is made in accordance with the norms of the Labor Code.

12.13. Other issues not set forth in this article are regulated by the Regulations on remuneration and the Regulations on bonuses, the norms of which should not contradict the general principles set forth in this article.

13. Rewards for work

13.1. For the conscientious performance of their job duties, long-term impeccable work, innovation, initiative and other professional successes, the Employer encourages the employee: expresses gratitude, awards a valuable gift, certificate of honor, cash bonus in accordance with the Regulations on Bonuses.

13.2. Incentives are issued by order of the Employer. The order establishes exactly what successes in work the employee is rewarded for, and also indicates the specific type of reward.

13.3. The order is announced to the employee against signature within three days from the date of publication.

13.4. Information about awards (promotions) is entered into the employee’s work book.

13.5. Entries about bonuses provided for by the remuneration system or paid on a regular basis are not entered into work books.

14. Disciplinary action

14.1. For committing a disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, the Employer has the right to apply the following disciplinary sanctions:

· remark;

· reprimand;

· dismissal for appropriate reasons.

14.2. Before applying a disciplinary sanction, the Employer must request a written explanation from the employee. If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up.

14.3. Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

14.4. The employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

14.5. If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

14.6. An employee who appears at work in a state of alcohol, drug or other toxic intoxication is required to be suspended from work (not allowed to work) by the head of a structural unit or his deputies for the entire period of time until the circumstances that served as the basis for removal from work or not allowed to work are eliminated.

14.7. The employer suspends (does not allow to work) the employee in other cases provided for by the Labor Code, federal laws and other regulatory legal acts.

15. Financial responsibility
parties to labor relations

15.1. The financial liability of a party to an employment relationship arises for damage caused by it to the other party as a result of its culpable unlawful behavior (action or inaction), unless otherwise provided by labor legislation or other federal laws.

16. Financial liability of the Company to the employee

16.1. The Employer bears financial liability to the employee in the case and in the manner provided for by the labor legislation of the Russian Federation.

16.2. The company that causes damage to the employee’s property compensates for this damage in full. The amount of damage is calculated at market prices in force at the location of the Company on the day of compensation for damage. The employee’s application for compensation for damage is sent to the Employer. The employer is obliged to consider the received application and make an appropriate decision within ten days from the date of its receipt.

16.3. If the Company violates the established deadline for the payment of wages, vacation pay, dismissal payments and other payments due to the employee, the Company is obliged to pay them with interest (monetary compensation) in the amount of one three hundredth of the refinancing rate of the Central Bank of the Russian Federation in force at that time from unpaid the period of amounts for each day of delay starting from the next day after the established payment deadline until the day of actual settlement inclusive.

17. Material liability of the employee

17.1. The employee is obliged to compensate the Company for direct actual damage caused to him. Lost income (lost profits) cannot be recovered from the employee.

17.2. Direct actual damage is understood as a real decrease in the Company’s available property or deterioration in the condition of said property (including the property of third parties held by the Company, if the Company is responsible for the safety of this property), as well as the need for the Company to make costs or unnecessary payments for the acquisition or restoration of property.

17.3. The employee’s financial liability is excluded in cases where damage occurs due to force majeure, normal economic risk, extreme necessity or necessary defense, or the Company’s failure to fulfill the obligation to provide adequate conditions for storing property entrusted to the employee.

17.4. The company has the right, taking into account the specific circumstances in which the damage was caused, to partially refuse to recover it from the guilty employee.

17.5. For damage caused, the employee bears financial liability within the limits of his average monthly earnings, unless otherwise provided by the Labor Code or other federal laws.

17.6. Financial liability in the full amount of damage caused is assigned to the employee in the following cases:

· when, in accordance with the Labor Code or other federal laws, the employee is held financially liable in full for damage caused to the Employer during the performance of the employee’s job duties;

· shortage of valuables entrusted to him on the basis of a special written agreement or received by him under a one-time document;

· intentional infliction of damage;

· causing damage while under the influence of alcohol, drugs or other toxic substances;

· damage caused as a result of criminal actions of an employee established by a court verdict;

· causing damage as a result of an administrative violation, if established by the relevant government body;

· disclosure of information constituting a secret protected by law (state, official, commercial or other), in cases provided for by federal laws;

· damage caused while the employee was not performing his job duties;

· in other cases established by the legislation of the Russian Federation.

17.7. The employee’s full financial liability consists of his obligation to compensate for the damage caused in full.

17.8. Written agreements on full individual or collective responsibility, that is, on compensation to the Company for damage caused in full for the shortage of property entrusted to employees, are concluded with employees who have reached the age of eighteen and directly service or use monetary, commodity valuables or other property.

17.9. When employees jointly perform certain types of work related to the storage, processing, sale (release), transportation, use or other use of valuables transferred to him, when it is impossible to differentiate the responsibility of each employee for causing damage and to conclude an agreement with him on compensation for damage in full, collective (team) financial liability may be introduced.

17.10. The amount of damage caused to the Company due to loss and damage to property is determined by actual losses, calculated on the basis of market prices prevailing in the area on the day the damage was caused, but not lower than the value of the property according to accounting data, taking into account the degree of depreciation of this property.

17.11. Before making a decision on compensation for damage by specific employees, the Employer is obliged to conduct an inspection to establish the amount of damage caused and the reasons for its occurrence. To conduct such an inspection, the Company has the right to create a commission with the participation of relevant specialists.

17.12. Requiring a written explanation from the employee to establish the cause of the damage is mandatory. In case of refusal or evasion of the employee from providing the specified explanation, a corresponding act is drawn up.

17.13. The employee and (or) his representative have the right to familiarize himself with all inspection materials and appeal them in the manner established by the Labor Code.

17.14. Collection from the guilty employee of the amount of damage caused, not exceeding the average monthly salary, is carried out by order of the Employer. The order may be made no later than one month from the date of the Company’s final determination of the amount of damage caused by the employee.

17.15. If the one-month period has expired or the employee does not agree to voluntarily compensate for the damage caused to the Company, and the amount of damage caused to be recovered from the employee exceeds his average monthly earnings, then recovery is carried out in court.

17.16. An employee who is guilty of causing damage to the Company may voluntarily compensate it in full or in part. By agreement of the parties to the Agreement, compensation for damage by installments is allowed. In this case, the employee submits to the Employer a written obligation to compensate for damages, indicating specific payment terms. In the event of dismissal of an employee who gave a written commitment to voluntarily compensate for damage, but refused to compensate for the specified damage, the outstanding debt is collected in court.

18. Final provisions

18.1. The Employee is obliged to immediately notify the Employer in writing of any changes in the information (data) about himself specified by him when hiring. These changes are documented as an annex to the employment contract.

18.2. These Rules remain in force in the event of a change in the composition, structure, or name of the Company's management body.

(Name (Date of signature)

(Head of the enterprise)

Moscow (Signature) (Transcript

Date of___________________

1. General Provisions

1.1. In accordance with the Constitution of the Russian Federation, every citizen is obliged to observe labor discipline.

Compliance with labor discipline is the rule of behavior of each member of the team of an enterprise, institution, or organization.

Labor discipline is ensured by methods of persuasion, as well as rewards for conscientious work. Disciplinary and social measures are applied to violators of labor discipline.

The goal is to promote the education of workers and employees in the spirit of a conscientious attitude to work, strengthening labor discipline, rational use of working time, and high quality of work.

All issues related to the application of internal labor regulations are resolved by the administration within the limits of the rights granted to it, and in cases provided for by current legislation and regulations internal regulations, jointly or in agreement with the trade union committee.

2. The procedure for hiring, transferring and dismissing employees

Workers and employees exercise the right to work by concluding an employment agreement (contract).

When applying for a job, the administration of the enterprise is obliged to require from the applicant:

Providing a work book, and if this person is starting work for the first time, providing a certificate from the house management company or administration from the place of work about the last employment.

Providing a passport in accordance with passport legislation.

Hiring without the specified documents is not permitted.

When applying for a job that requires special knowledge, the administration has the right to require the employee to present a diploma or other document confirming the education or professional retraining received.

Hiring is formalized by order of the administration. The order (instruction) is announced to the employee against receipt.

2.3. When a worker or employee joins or is transferred in the prescribed manner to another job, the administration is obliged to:

Familiarize the worker or employee with the assigned work, working conditions and explain his rights and responsibilities.

Familiarize him with the internal regulations and the collective agreement.

Instruct on safety precautions, industrial sanitation, occupational hygiene, anti- fire safety and other labor protection rules.

2.4. For persons hired for the first time, a work book is filled out no later than five days after being hired.

The administration must issue paybooks to all workers, as well as those employees whose work is paid by the piece, five days after being hired.

2.5. Termination of an employment contract can only take place on the grounds provided for by law.

Workers and employees have the right to terminate an employment contract by notifying the administration in writing two weeks in advance. After this period, the worker or employee has the right to stop working, and the administration is obliged to issue the employee a work book and make payments to him.

Termination of an employment agreement (contract) at the initiative of the administration is not permitted without the prior consent of the trade union committee, except in cases provided for by law.

Termination of an employment agreement (contract) is formalized by order.

2.6. On the day of dismissal, the administration is obliged to issue it to the employee; work book with a record of dismissal entered into it and make a final settlement with it. Entries about the reasons for dismissal in the work book must be made in strict accordance with the wording of the current legislation and with reference to the relevant article, paragraph of the law. The day of dismissal is considered the last day of work.

Observe labor discipline - the basis of order in production (come to work on time, observe the established working hours, use all working time for productive work, promptly and accurately carry out orders from the administration, etc.).

Complete work according to orders and assignments, production standards and standardized production tasks in a timely and thorough manner.

Fully comply with labor protection requirements (safety precautions, industrial sanitation, occupational hygiene) and fire safety provided for by the relevant rules and instructions, use special clothing, safety shoes and safety devices.

Take care of the property of the enterprise, use equipment efficiently, treat materials, workwear, etc. with care.

Conduct yourself with dignity; refrain from actions that interfere with other employees performing their job duties.

Take measures to immediately eliminate the causes and conditions that impede or complicate the normal production of work, and if it is not possible to eliminate these causes on your own, immediately report this to the administration.

3.1.10.Systematically improve your business (production) qualifications.

The range of duties (work) that each employee performs in his specialty, qualification or position is determined by the tariff and qualification reference books of workers' professions, qualification reference books of employee positions, as well as technical rules, job descriptions and regulations approved in the prescribed manner.

4.1. The administration is obliged:

Organize the work of workers and employees so that everyone works according to their specialty and qualifications.

In a timely manner, before the start of the assigned work, familiarize workers and employees with the established task, ensure healthy and safe working conditions, good condition of equipment, as well as reserves (in accordance with standards) of raw materials, materials and other resources necessary for uninterrupted and rhythmic work.

Organize the study and implementation of advanced techniques and methods of labor, rational forms of division and cooperation of labor; improve the organization and maintenance of workplaces; mechanize heavy and labor-intensive work, constantly improve rationing; introduce technically sound and revise outdated production standards (maintenance time).

Timely consider and implement inventions and proposals for improving the hotel’s activities, implement decisions at production meetings, support and encourage production innovators.

Strengthen labor and production discipline in every possible way.

Improve working conditions, strictly comply with labor legislation, ensure proper technical equipment of all workplaces and create working conditions in them that comply with labor protection rules. In the absence of requirements in the rules, compliance with which during the performance of work is necessary to ensure safe working conditions, the administration, in agreement with the local committee of the trade union, must take measures to ensure safe working conditions.

Introduce modern safety equipment to prevent occupational injuries, and ensure sanitary and hygienic conditions that prevent the occurrence of occupational and other diseases of workers and employees.

Constantly monitor compliance with all requirements of safety instructions, industrial sanitation and occupational hygiene, and fire safety.

To ensure systematic improvement of the business (industrial) qualifications of workers and the level of their economic knowledge, to create conditions for combining work with training in production and in educational institutions.

4.1.10. Be attentive to the needs and requests of employees.

The administration carries out its duties in the relevant

cases jointly or in agreement with the trade union committee.

5.1. The start and end times of work and breaks for rest and food are established as follows: the duration of the working day is 8 hours.

If necessary, the duration of daily work, including the start and end time of daily work and food breaks, is determined by the shift schedule approved by the administration in agreement with the trade union committee, in compliance with the established working hours for the week and other accounting period.

Shift schedules are brought to the attention of workers and employees, as a rule, no later than two weeks before they come into effect.

Before starting work, each worker and employee is obliged to mark his arrival at work, and at the end of the working day, to mark his departure from work in the manner established by the department.

5.2. The administration is obliged to organize records of attendance at work and departure from work.

The administration will not allow employees who show up to work while intoxicated to work that working day (shift).

5.3. In continuous work, a shift worker is prohibited from leaving work until the replacement worker arrives.

If the replacement does not show up, the worker or employee informs the senior person about this, who is obliged to immediately take measures to replace the replacement with another employee.

5.4. In those jobs where, due to production conditions, a break for rest and food cannot be established, the worker or employee must be given the opportunity to eat food during working hours.

5.5. The list of such work, the order and places of eating are established by the administration in agreement with the local committee.

Distract workers and employees from their direct work, call or remove them from work to perform public duties.

Convene meetings, sessions and all kinds of meetings on public affairs.

5.7. The order of granting annual leave is established by the administration in agreement with the trade union committee. The vacation schedule is drawn up for each calendar year no later than January 5 of the current year and is brought to the attention of all workers and employees.

6.1. For exemplary performance of job duties, long-term and impeccable work, innovation in work and for other achievements and work, the following incentives are applied: declaration of gratitude, issuance of a bonus, awarding a valuable gift.

Incentives are announced in an order or directive from the administration, jointly or in agreement with the trade union committee, brought to the attention of the entire team and entered into the employee’s work book.

6.2. For special labor merits, workers and employees are presented by the administration for encouragement, awards, orders, medals, certificates of honor, badges, badges of honorary titles, and the title of the best worker in a given profession.

7. Penalties for violations of labor discipline

Violations of labor discipline, that is, failure to perform or improper performance through the fault of an employee of the assigned labor duties entails the imposition of disciplinary sanctions or the application of public sanctions.

For violation of labor discipline, the enterprise administration applies the following disciplinary sanctions: reprimand, reprimand, severe reprimand, dismissal (Labor Code of the Russian Federation).

Dismissal as a disciplinary sanction can be applied for the systematic failure by a worker or employee, without good reason, to fulfill the duties assigned to him by an employment agreement (contract) or internal labor regulations, if disciplinary or public sanctions have previously been applied to the worker or employee, as well as for absenteeism without good reason.

Absenteeism is considered absence from work without good reason (including absence from work for more than three hours during the working day).

7.3. Disciplinary sanctions are imposed by the head of the enterprise.

7.4. For absenteeism without good reason, the administration applies one of the disciplinary measures provided for in paragraph 7.2.

Regardless of the application of disciplinary or public sanctions, a worker or employee who commits absenteeism is deprived of his production bonus in whole or in part. The amount of remuneration may be reduced based on the results of the enterprise’s annual work or no remuneration will be paid at all.

Before imposing a penalty, an explanation must be required from the violator of labor discipline. Disciplinary sanctions are applied by the administration immediately after the discovery of the misconduct, but no later than one month from the date of its discovery, not counting the time the employee was ill or on vacation. A disciplinary sanction cannot be imposed later than six months from the date of commission of the offense.

For each violation of labor discipline, only one disciplinary sanction can be imposed.

When imposing a disciplinary sanction, the severity of the act committed, the circumstances in which it was committed, the employee’s previous work and behavior must be taken into account.

A disciplinary sanction is announced in an order (instruction) and communicated to the employee against signature within three days. The order is brought to the attention of the employees of the enterprise.

If within a year from the date of disciplinary action the worker or employee is not subject to discipline, then he is considered not to have been subject to disciplinary action.

The administration may issue an order (instruction) to lift a disciplinary sanction, without waiting for the expiration of a year, if the worker or employee has not committed a new violation of labor discipline and at the same time has proven himself to be a good and conscientious employee.

Head of HR ___________ _________________________

services (Signature) (Signature decryption)

Visas ___________ ___________________________

(Signature) (Decryption of signature)

AGREED

Minutes of the general meeting

labor collective

Date________ No. __________

APPENDIX 4

Regulations on the division of hotel rooms

_________________ _____________ “APPROVED”

(Name (Date of signature)

enterprises) _________________________________

(Head of the enterprise)

Date__________ No___________ _________________________

Moscow (Signature) (Transcript

General provisions

The Rooms Division provides basic hotel services and provides reception, accommodation and maintenance on the residential floors.

The division is headed by the Deputy General Director (hotel director).

The head of the division is appointed by order of the General Director.

The Deputy General Director is replaced by the head of the reception and accommodation service or the head of the room service.

The head of the division replaces the general director.

The question of the advisability of hiring a manager is decided by the General Director when the candidate provides the necessary documents.

In accordance with the Labor Code of the Russian Federation, a contract is concluded with the person hired for this position.

The result of the test and the relations of the parties after the expiration of the probationary period are regulated by the rules of the Labor Code of the Russian Federation.

An agreement on full individual financial responsibility is concluded with the employee holding this position.

1.10. Dismissal from this position is carried out in the following cases: by agreement of the parties;

due to the expiration of the contract and its non-extension for a new term;

at the initiative of the employee;

at the initiative of the administration;

based on the results of the assessment of the employee’s performance by the certification commission as not corresponding to the position, including the probationary period;

in case of disclosure of official and commercial secrets of the enterprise causing material damage;

in other cases provided for by the Labor Code of the Russian Federation.

Holiday entitlement: 24 working days.

Salary fork

Bonuses

studfiles.net

Basic

The hotel's internal labor regulations make it possible to discipline employees, which, in turn, has a positive effect on the quality of the services provided. You can find information on how to create this local document and what to include in it in our article.

Read us on Yandex.Zen

Yandex.Zen

The procedure for developing internal labor regulations for a hotel

The functional responsibilities of employees prescribed in the employment contract also include the requirement to comply with the internal labor regulations (hereinafter referred to as the Rules) established by the employer (Article 56 of the Labor Code of the Russian Federation). Each hotel, depending on the assigned category and specialization, has its own Rules, formalized in the form of a special local regulatory act (Part 4 of Article 189 of the Labor Code of the Russian Federation).

The rules are usually developed by the hotel's personnel or legal department. Before approval, according to Art. 190 of the Labor Code of the Russian Federation, this local act is sent for study to the elected trade union body of the company (if there is one) in accordance with the procedure prescribed in Art. 372 Labor Code of the Russian Federation.

For many companies, the Rules are a separate appendix to the collective agreement (paragraph 2 of Article 190 of the Labor Code of the Russian Federation), but can also be presented in the form of an independent document.

By signing an employment contract with an employee, the employer, in accordance with Part 3 of Art. 68 of the Labor Code of the Russian Federation, is obliged to familiarize him with the Rules in force in the company against receipt.

The structure of the hotel's internal labor regulations

In accordance with Art. 189 of the Labor Code of the Russian Federation Rules are a local regulatory document that sets out conditions that disclose:

• the procedure for hiring, dismissing, transferring employees to another position;
• rights, duties, responsibilities of the employee and the employing company;
• work/rest schedule established by the company;
• system of rewards/penalties applied to employees;
• other issues necessary to resolve labor relations.

Based on the above, we can highlight the recommended structure for this local hotel document:

1. General provisions (listing of those who are affected by the Rules, reasons for their adoption).
2. Grounds for dismissal, the procedure for applying for a job (the procedure for hiring an employee, as well as his dismissal, is described; the presence of a probationary period and the conditions for completing it; rules for transferring to another type of work; documents that the applicant must provide when applying for a job are listed).
3. Rights and job responsibilities workers - are prescribed on the basis of Art. 21 Labor Code of the Russian Federation.
4. The rights and obligations of the hotel-employer are prescribed on the basis of Art. 22 Labor Code of the Russian Federation.
5. Working hours (start/end times of shifts by day and week; duration of working hours, the number of daily shifts is indicated; positions for which an irregular day is approved are listed; date and place of salary payment).
6. Rest regime (indicates when a lunch break can be established, duration; special breaks for employees performing heavy work or working in conditions deviating from normal conditions, for example, for doormen working outside in the cold season, for heavy loaders; duration and grounds for providing paid annual leave).
7. System of incentives and rewards for employees.
8. The mechanism for applying disciplinary sanctions (types of violations that can lead to the imposition of punishment; the procedure for applying disciplinary punishment; types of penalties and reasons for their removal).
9. Conclusion (states the employee’s obligation to comply with the Rules, describes the procedure for challenging imposed disciplinary sanctions).

Features of the content of hotel internal labor regulations

Since the Rules relate to the administrative and organizational group of local documents, when drawing them up one should adhere to the recommendations prescribed in the GOST R 6.30-2003 standard. At the same time, the Rules are required to disclose the specifics of the activities of the hotel in which they are approved.

Among the features in the content of the Rules for enterprises engaged in the hotel business, the following can be highlighted:

• Based on the fact that hotels operate around the clock, such an enterprise establishes a shift schedule.
• It is accepted that the work of hotel staff involves wearing a uniform, that is, the Rules must stipulate the responsibilities of employees to comply with the dress code.
• Employees whose activities are directly related to public catering are required to issue a medical record, as well as its timely renewal, and undergo medical examinations.
• The need for employees to comply with the basics of professional ethics, since hotels operate in the service sector, which involves direct communication with clients.

Hotel regulations are developed taking into account the specifics of the activity. Since these establishments make money by providing services to their guests, the inclusion in the Rules of conditions for compliance with the dress code and standards of professional ethics is fundamental for them. Also, most hotels receive a permanent income through the provision of catering services, so the inclusion in the Rules of requirements for having a medical book and regular medical examinations is mandatory for those working in catering departments.

nsovetnik.ru

Page 1 of 3

INNER ORDER RULES

turgostinica.ru

Internal labor regulations - katalog-rus.ru

(sample)

1. General Provisions

1.1. These Internal Labor Regulations (hereinafter referred to as the Rules) determine the labor regulations in the Limited Liability Company "_________" (hereinafter referred to as the Company) and regulate the procedure for hiring, transferring and dismissing employees, basic rights, duties and responsibilities of the parties to the employment contract, working hours, hours rest, incentive and penalty measures applied to employees, as well as other issues of regulating labor relations in the Company.

1.2. These Rules are a local regulatory act developed and approved in accordance with the labor legislation of the Russian Federation and the Company's charter in order to strengthen labor discipline, effective organization of labor, rational use of working time, and ensure high quality and productivity of labor of the Company's employees.

1.3. The following concepts are used in these Rules:

"Employer" - Limited Liability Company "___________";

“Employee” is an individual who has entered into an employment relationship with the Employer on the basis of an employment contract and on other grounds provided for in Art. 16 Labor Code of the Russian Federation;

"labor discipline" - obedience obligatory for all employees rules of conduct, determined in accordance with the Labor Code of the Russian Federation, other federal laws, collective agreement (if any), agreements, employment contracts, local regulations of the Employer.

1.4. These Rules apply to all employees of the Company.

1.5. Changes and additions to these Rules are developed and approved by the Employer taking into account the opinion of the representative body of employees.

1.6. The official representative of the Employer is the General Director.

1.7. Labor responsibilities and rights of employees are specified in employment contracts and job descriptions, which are an integral part of employment contracts.

2. Procedure for hiring employees

(Articles 16, 58, 59, 65, 66, 67, 67.1, 68, 69, 70, 212, 213, 266, 289 of the Labor Code of the Russian Federation)

2.1. Employees exercise the right to work by concluding a written employment contract.

2.2. When hiring (before signing an employment contract), the Employer is obliged to familiarize the Employee, against signature, with these Rules, the collective agreement (if any), and other local regulations directly related to the Employee’s work activity.

2.3. When concluding an employment contract, a person applying for work presents to the Employer:

Passport or other identification document;

An employment record book, except in cases where an employment contract is concluded for the first time or the Employee enters a job on a part-time basis;

Insurance certificate of compulsory pension insurance, except for cases when an employment contract is concluded for the first time;

Military registration documents - for those liable for military service and persons subject to conscription for military service;

Document on education and (or) qualifications or availability of special knowledge - when applying for a job that requires special knowledge or special training;

A certificate of the presence (absence) of a criminal record and (or) the fact of criminal prosecution or the termination of criminal prosecution on rehabilitative grounds, issued in the manner and in the form established by the federal body executive power carrying out the functions of developing and implementing state policy and legal regulation in the field of internal affairs - when applying for a job related to activities, the implementation of which, in accordance with the Labor Code of the Russian Federation, other federal law, is not allowed to persons who have (have had) criminal record, subject to criminal prosecution;

A certificate stating whether or not a person is subject to administrative punishment for the consumption of narcotic drugs or psychotropic substances without a doctor’s prescription or new potentially dangerous psychoactive substances, which is issued in the manner and in the form established by the federal executive body exercising the functions of production and sale state policy and legal regulation in the field of internal affairs - when applying for a job related to activities to which, in accordance with federal laws, persons subject to administrative punishment for the consumption of narcotic drugs or psychotropic substances without a doctor’s prescription or potentially new ones are not allowed dangerous psychoactive substances, until the end of the period during which the person is considered subject to administrative punishment;

Other documents - in accordance with the requirements of the current legislation of the Russian Federation.

An employment contract cannot be concluded without presenting the specified documents.

2.4. If an employment contract is concluded for the first time, the work book and insurance certificate of compulsory pension insurance are issued by the Employer.

2.5. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the Employer is obliged, upon a written application of this person (indicating the reason for the absence of a work book), to issue a new work book.

2.6. The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the Employee, the other is kept by the Employer. The Employee’s receipt of a copy of the employment contract is confirmed by the Employee’s signature on the copy of the employment contract kept by the Employer.

2.7. An employment contract that is not formalized in writing is considered concluded if the Employee began work with the knowledge or on behalf of the Employer or his representative authorized to grant permission to work. When the Employee is actually admitted to work, the Employer is obliged to draw up an employment contract with him in writing no later than three working days from the date of such admission.

2.7.1. It is prohibited to allow the Employee to work without the knowledge or instructions of the Employer or his authorized representative. If the Employee is allowed to work by an unauthorized person, then such person may be held liable, including financial liability.

2.8. Employment contracts can be concluded:

1) for an indefinite period;

2) for a certain period - no more than five years (fixed-term employment contract), unless otherwise established by the Labor Code of the Russian Federation and other federal laws.

2.9. A fixed-term employment contract may be concluded in cases provided for by the Labor Code of the Russian Federation and other federal laws.

2.10. If the employment contract does not indicate its validity period, it is considered to be concluded for an indefinite period.

2.11. When concluding an employment contract, by agreement of the parties, it may include a provision for testing the Employee in order to verify his compliance with the assigned work.

2.12. The absence of a probationary clause in the employment contract means that the Employee was hired without a trial. In cases where the Employee is actually allowed to work without drawing up an employment contract, a probationary clause can be included in the employment contract only if the parties have formalized it in the form of a separate agreement before the start of work.

2.13. A hiring test is not established for:

Persons elected through a competition to fill the relevant position, conducted in the manner established by labor legislation and other regulatory legal acts containing labor law norms;

Pregnant women and women with children under the age of one and a half years;

Persons under the age of eighteen;

Persons who have received secondary vocational or higher education for educational programs that have state accreditation and for the first time entering work in their specialty within one year from the date of receipt;

Persons elected to an elective position for paid work;

Persons invited to work by way of transfer from another employer as agreed between employers;

Persons entering into an employment contract for a period of up to two months;

Other persons in cases provided for by the Labor Code of the Russian Federation, other federal laws, and a collective agreement (if any).

2.14. The probationary period cannot exceed three months, and for the head of the organization and his deputies, the chief accountant and his deputies, heads of branches, representative offices or other separate structural divisions of organizations - six months, unless otherwise established by federal law. When concluding an employment contract for a period of two to six months, the probationary period cannot exceed two weeks.

2.15. When concluding an employment contract for a period of up to two months, a probationary period

katalog-rus.ru

INTERNAL RULES - Hotel business

INNER ORDER RULES

The hotel is intended for temporary residence of citizens for a period of no more than two months, regardless of place of registration.

To obtain a number, the traveler presents a passport or identification document, or a travel document.

To check into a hotel, the company makes a preliminary request by telephone, in accordance with the concluded agreement. Subject to availability after 22:00. The administrator conducts a free check-in if there is a business trip, but for no more than one day, with subsequent extension if there are free places.

Hotel accommodation is available from 12 noon checkout time.

Upon prior request, the hotel can accommodate organized groups tourists.

For hotel accommodation a fee is charged according to the current price list.

When staying in a hotel for no more than a day (24 hours), the fee is charged as for a full day.

When staying before check-out time (from 0 to 12 o'clock), the fee for accommodation is charged for half a day. If a resident's check-out is delayed after check-out time for no more than 6 hours, no payment will be charged. If departure is delayed after checkout time for more than 12 hours, the fee will be charged as for a full day.

The room price includes the use of a refrigerator, TV, and in luxury rooms - telephone. Long-distance telephone calls are charged additionally.

The fee for a video channel during your stay is charged as for a full day.

A seat reservation fee is charged at 25% of the seat price. If you are late, in addition to the reservation fee, you will be charged for the actual downtime of the room or place (but not more than one day).

With the permission of the administration, the room can be paid in full by one resident.

Bed linen and towels are changed in the hotel as needed, but at least 2 times a week.

The hotel administration ensures that residents have the safety of their belongings in the room.

The hotel administration is not responsible for the safety of money and jewelry not deposited.

If forgotten items are discovered, the hotel administration takes measures to return them to their owners.

If the owner is not found, then the forgotten items are sold through a commission network after 6 months.

Residents are required to treat the property and equipment of the hotel with care, strictly observe fire safety rules, maintain cleanliness and internal regulations. In case of damage or loss of hotel property, the resident shall reimburse the cost of the damage caused, in accordance with the drawn up act.

When leaving the hotel, the resident is required to hand over the room and key to the maid.

Visitors are allowed to stay in the hotel from 9:00 a.m. to 11:00 p.m. upon presentation of an identification document.

Rooms must be cleaned without disturbing the peace of the residents. Hotel residents are prohibited from:

Use electric heating devices in the rooms;

Store and use flammable materials;

Smoking in the rooms;

Bring bulky boxes into rooms.

In case of violation of internal regulations, residents are discharged from the hotel.

Complaints and applications from residents are considered by the administration within 24 hours, but no later than a month from the date of their submission.

All CIS citizens staying in a hotel for more than a day must be registered in accordance with the order of the mayor of Moscow.

Disabled persons of groups 1, 2, 3 together with their accompanying persons, but not more than one person, as well as war veterans have priority accommodation in the hotel. Moreover, for war veterans, disabled people and persons accompanying disabled people of the 1st group, 30% discounts on accommodation are provided.

The hotel provides free services:

Calling an ambulance;

Using a first aid kit;

Wake up at a certain time;

Providing boiling water, threads, needles, one set of dishes and cutlery.

The hotel provides Additional services at the request of residents for a fee, according to the price list.

Hotel director (L.V. Polyakova)

Appendix 4

Hotel Budapest NOTICE N

Service Bureau for services provided

for servicing foreigners ________ 199 citizens at the expense of _________________

Responsible ___________ ____ Client's signature ____________

depending on whether these minimum standards are achieved or not.

2) Neutral. These elements have a rather weak influence on the degree of satisfaction of needs. This may include the color of the uniform of the service personnel, the palette of colors in which the interior of the building is painted, the location of the parking lot, etc.

3) Satisfying. These elements may elicit a grateful response if the service exceeds expectations, but no response will follow if expectations are met or not. An example would be hotel service at night, free drinks provided to guests during a banquet on behalf of the director, fresh flowers, birthday greetings, etc. Little things like a free chocolate bar found on your pillow in the evening allow a hotel to stand out from the crowd of competing firms.

4) Disappointing. These elements do not cause any reaction, but cause disappointment if the rules of service are violated. Here you can find poorly organized parking, uncleaned paths at the entrance, a non-working air conditioner or refrigerator, unfriendly staff, dirty ashtrays, broken clothes hangers.

Good hotel may be inferior to resort “new buildings” in the luxury of design, but not in service. The secret of luxury service is that a hotel guest, without leaving his room, can feel like a master in the city and get everything he wants - from tickets to an opera premiere to fresh caviar from the most luxurious store - just by making one phone call . The results of a strong service culture are reflected in increased repeat business and revenue growth, increased recognition, positive team relationships and overall camaraderie.

turgostinica.ru

6. Internal labor regulations

Internal labor regulations are a local regulatory act that regulates, in accordance with the Labor Code and other federal laws, the procedure for hiring and dismissing employees, the basic rights and duties and responsibilities of the parties to an employment contract, working hours, rest periods, incentives and penalties applied to employees, and also other questions.

These rules assign responsibilities and duties to workers and employees.

Workers and specialists are obliged to:

Work honestly and conscientiously;

Comply with production and labor discipline, labor protection requirements,

industrial sanitation and fire protection.

Arrive at work on time and observe the working hours, everything

use working time to perform official duties.

Workers have the right to:

Conclusion, amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code and other federal laws;

Providing him with work stipulated by the employment contract;

a workplace that meets the conditions provided for by state

standards of organization and labor safety and collective agreement;

Timely and full payment of wages in accordance with your

qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays, paid annual leave;

Complete reliable information about working conditions in the workplace;

professional training, retraining and advanced training in

in the manner established by the Labor Code and other federal laws;

Association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;

Participation in the management of the organization in accordance with the Labor Code and other

federal laws and collective agreement forms;

Conducting collective negotiations and concluding collective agreements and agreements

through their representatives, as well as information on the implementation of the collective agreement and agreements;

Protection of their labor rights, freedoms and legitimate interests by all not prohibited

by law;

Resolution of individual and collective labor disputes, including the right to

a strike, in the manner established by the Labor Code, other federal laws;

Compensation for harm caused to an employee in connection with his performance of labor

duties, and compensation for moral damage in the manner established by the Labor Code and other federal laws;

Compulsory social insurance in cases provided for by federal

laws.

Employment contract

An employment contract must be concluded with the employee.

The parties to the employment contract are the employer and the employee. Conclusion of the labor

contracts are allowed with persons who have reached the age of sixteen years, except for certain

cases stipulated by the Labor Code. Refusal to conclude an employment contract can be appealed in court.

The procedure for concluding an employment contract is reflected in the internal labor rules

organization routine.

Collective agreement

A collective agreement is a legal act that regulates social and labor relations in an organization and is concluded by employees and the employer represented by their representatives.

The procedure for developing a draft collective agreement, its content and structure

conclusions are determined by the parties in accordance with the Labor Code and other

federal laws.

The collective agreement may include the obligations of employees and the employer to

following questions:

Forms, systems and amounts of remuneration, payment of benefits, compensation;

Working time and rest time, including issues of granting vacations and their

duration;

Improving working conditions and safety for workers, including women and youth;

Environmental safety and health protection of workers at work;

Health improvement and recreation for employees and members of their families;

Monitoring the implementation of the collective agreement;

Other issues determined by the parties.

For rest and meals during the working day (shift), the employee is provided with

a break for rest and food lasting no more than two hours and no less than 30 minutes, which is not included in working hours.

The time for granting a break and its specific duration are established

internal labor regulations of the organization or by agreement between the employee and the employer.

At jobs where, due to production (work) conditions, it is impossible to provide a break for rest and food, the employer is obliged to provide the employee with the opportunity to rest and eat food during working hours. The list of such work, as well as places for rest and eating, are established by the internal labor regulations of the organization.

Special breaks for warming and rest

For certain types of work, it is envisaged that employees will be provided with special breaks during working hours, determined by the technology and organization of production and labor. The types of these works, the duration and procedure for providing such breaks are established by the internal labor regulations of the organization.

For workers who work in the cold season outdoors or indoors

unheated premises, as well as loaders engaged in loading and unloading operations, and other workers, if necessary, are provided with special breaks for heating and rest, which are included in working hours. The employer is obliged to provide premises for heating and rest of employees.

Normal working hours cannot exceed 40 hours per

Normal working hours are reduced by:

16 hours per week - for workers under the age of sixteen;

5 hours per week - for employees who are disabled people of group I or II;

4 hours per week - for workers aged sixteen to eighteen years;

4 hours a week or more - for workers engaged in work with harmful and (or) dangerous working conditions, in the manner established by the Government of the Russian Federation.

Incentives for work

Employees who conscientiously perform their job duties are encouraged by the employer (thanks are expressed, a bonus is given, a valuable gift is awarded, a certificate of honor, and the title of “Best in the Profession”).

Other types of employee incentives for work are determined by the collective agreement or

internal labor regulations of the organization, as well as charters and regulations on discipline. For special labor services to society and the state, employees can be nominated for state awards.

For committing a disciplinary offense, that is, failure to comply or improper

If an employee, through his fault, performs the labor duties assigned to him (violation of labor discipline, safety rules) on the territory of the enterprise and in the workplace, he has the right to apply the following disciplinary sanctions:

Comment;

Rebuke;

Dismissal for appropriate reasons.

Federal laws, charters and regulations on discipline for individual categories employees may also be subject to other disciplinary sanctions. The application of disciplinary sanctions not provided for by federal laws, charters and regulations on discipline is not permitted. Absenteeism, appearing at work while drunk, violating explosion and fire hazard regulations, as well as rules and regulations on industrial safety and labor protection are considered to be the most serious violations of labor discipline.

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Hotel internal labor regulations

 If you liked the site, click on the button above Internal labor regulations of the hotel

Hotel internal labor regulations

Every organization must have internal labor regulations (Article 189 of the Labor Code of the Russian Federation). Their absence is a violation of labor law, which entails liability for the employer (for example, a fine during an inspection by the labor inspectorate or the prosecutor's office).

Legislative regulation

According to Art. 189 of the Labor Code of the Russian Federation, labor discipline is obligatory for all employees to obey the rules of conduct determined in accordance with this Code, other laws, collective agreements, agreements, employment contracts, and local regulations of the organization. The employer is obliged, in accordance with the Labor Code of the Russian Federation, laws, other regulatory legal acts, collective agreements, agreements, local regulations containing labor law norms, and an employment contract, to create the conditions necessary for employees to comply with labor discipline.

The organization's labor regulations are determined by the internal labor regulations.

The internal labor regulations of an organization are a local regulatory act of an organization that regulates, in accordance with the Labor Code of the Russian Federation and other federal laws, the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, working hours, rest periods, incentive measures applied to employees and penalties, as well as other issues of regulation of labor relations in the organization (Article 189 of the Labor Code of the Russian Federation).

According to Art. 190 of the Labor Code of the Russian Federation The internal labor regulations of the organization are approved by the employer, taking into account the opinion of the representative body of the organization’s employees.

The internal labor regulations of an organization, as a rule, are an annex to the collective agreement.

The organization's internal labor regulations approved by the employer are usually posted in a visible place in departments, workshops, laboratories and other departments.

The employer is obliged to familiarize employees with the rules when hiring them.

And according to Art. 56 of the Labor Code of the Russian Federation, when concluding an employment contract, the employee undertakes the obligation to comply with the internal labor regulations.

The Internal Labor Regulations should define:

procedure for hiring and dismissing employees;

basic rights, duties and responsibilities of employees and employers;

operating mode;

procedure for maintaining summarized working time records;

rest time breaks for rest and food, vacation, etc.;

list of positions of workers with irregular working hours;

incentive and penalty measures applied to employees;

days of payment of wages at least every half month;

other issues of regulation of labor relations in the organization.

What “other issues...” are prescribed in the Rules? These may be safety rules and industrial sanitation, systems and rules of remuneration, if they are not regulated by a separate act in the organization, etc.

The conditions that you establish in the Internal Labor Regulations should not worsen the employee’s position in comparison with the Labor Code of the Russian Federation and the collective agreement (if any), and should not contradict the named documents.

Hotel internal labor regulations

1. General Provisions

1.1. In accordance with the Constitution of the Russian Federation, every citizen is obliged to observe labor discipline.

Compliance with labor discipline is the rule of behavior of each member of the team of an enterprise, institution, or organization.

Labor discipline is ensured by methods of persuasion, as well as rewards for conscientious work. Disciplinary and social measures are applied to violators of labor discipline.

Internal regulations are aimed at promoting the education of workers and employees in the spirit of a conscientious attitude to work, strengthening labor discipline, rational use of working time, and high quality work.

All issues related to the application of internal labor regulations are resolved by the administration within the limits of the rights granted to it, and in cases provided for by current legislation and internal regulations, jointly or in agreement with the trade union committee.

2. The procedure for hiring, transferring and dismissing employees

Workers and employees exercise the right to work by concluding an employment agreement (contract).

When applying for a job, the administration of the enterprise is obliged to require from the applicant:

Providing a work book, and if this person is starting work for the first time, providing a certificate from the house management company or administration from the place of work about the last employment.

Providing a passport in accordance with passport legislation.

Military ID (for those liable for military service).

Hiring without the specified documents is not permitted.

When applying for a job that requires special knowledge, the administration has the right to require the employee to present a diploma or other document confirming the education or professional retraining received.

Hiring is formalized by order of the administration. The order (instruction) is announced to the employee against receipt.

2.3. When a worker or employee joins or is transferred in the prescribed manner to another job, the administration is obliged to:

Familiarize the worker or employee with the assigned work, working conditions and explain his rights and responsibilities.

Familiarize him with the internal regulations and the collective agreement.

Provide instructions on safety precautions, industrial sanitation, occupational hygiene, fire safety and other labor protection rules.

2.4. For persons hired for the first time, a work book is filled out no later than five days after being hired.

The administration must issue paybooks to all workers, as well as those employees whose work is paid by the piece, five days after being hired.

2.5. Termination of an employment contract can only take place on the grounds provided for by law.

Workers and employees have the right to terminate an employment contract by notifying the administration in writing two weeks in advance. After this period, the worker or employee has the right to stop working, and the administration is obliged to issue the employee a work book and make payments to him.

Termination of an employment agreement (contract) at the initiative of the administration is not permitted without the prior consent of the trade union committee, except in cases provided for by law.

Termination of an employment agreement (contract) is formalized by order.

2.6. On the day of dismissal, the administration is obliged to issue it to the employee; work book with a record of dismissal entered into it and make a final settlement with it. Entries about the reasons for dismissal in the work book must be made in strict accordance with the wording of the current legislation and with reference to the relevant article, paragraph of the law. The day of dismissal is considered the last day of work.

3. Main responsibilities of employees

3.1. Workers and employees are obliged:

Work honestly and conscientiously.

Observe labor discipline - the basis of order in production (come to work on time, observe the established working hours, use all working time for productive work, promptly and accurately carry out orders from the administration, etc.).

Complete work according to orders and assignments, production standards and standardized production tasks in a timely and thorough manner.

Maintain technological discipline.

Fully comply with labor protection requirements (safety precautions, industrial sanitation, occupational hygiene) and fire safety provided for by the relevant rules and instructions, use special clothing, safety shoes and safety devices.

Take care of the property of the enterprise, use equipment efficiently, treat materials, workwear, etc. with care.

Conduct yourself with dignity; refrain from actions that interfere with other employees performing their job duties.

Take measures to immediately eliminate the causes and conditions that impede or complicate the normal production of work, and if it is not possible to eliminate these causes on your own, immediately report this to the administration.

3.1.10.Systematically improve your business (production) qualifications.

The range of duties (work) that each employee performs in his specialty, qualification or position is determined by the tariff and qualification reference books of workers' professions, qualification reference books of employee positions, as well as technical rules, job descriptions and regulations approved in the prescribed manner.

4. Main responsibilities of the administration

4.1. The administration is obliged:

Organize the work of workers and employees so that everyone works according to their specialty and qualifications.

In a timely manner, before the start of the assigned work, familiarize workers and employees with the established task, ensure healthy and safe working conditions, good condition of equipment, as well as reserves (in accordance with standards) of raw materials, materials and other resources necessary for uninterrupted and rhythmic work.

Organize the study and implementation of advanced techniques and methods of labor, rational forms of division and cooperation of labor; improve the organization and maintenance of workplaces; mechanize heavy and labor-intensive work, constantly improve rationing; introduce technically sound and revise outdated production standards (maintenance time).

Timely consider and implement inventions and proposals for improving the hotel’s activities, implement decisions at production meetings, support and encourage production innovators.

Strengthen labor and production discipline in every possible way.

Improve working conditions, strictly comply with labor legislation, ensure proper technical equipment of all workplaces and create working conditions in them that comply with labor protection rules. In the absence of requirements in the rules, compliance with which during the performance of work is necessary to ensure safe working conditions, the administration, in agreement with the local committee of the trade union, must take measures to ensure safe working conditions.

Introduce modern safety equipment to prevent occupational injuries, and ensure sanitary and hygienic conditions that prevent the occurrence of occupational and other diseases of workers and employees.

Constantly monitor compliance with all requirements of safety instructions, industrial sanitation and occupational hygiene, and fire safety.

To ensure systematic improvement of the business (industrial) qualifications of workers and the level of their economic knowledge, to create conditions for combining work with training in production and in educational institutions.

4.1.10. Be attentive to the needs and requests of employees.

The administration carries out its duties in the relevant

cases jointly or in agreement with the trade union committee.

5. Working time and its use

5.1. The start and end times of work and breaks for rest and food are established as follows: the duration of the working day is 8 hours.

If necessary, the duration of daily work, including the start and end time of daily work and food breaks, is determined by the shift schedule approved by the administration in agreement with the trade union committee, in compliance with the established working hours for the week and other accounting period.

Shift schedules are brought to the attention of workers and employees, as a rule, no later than two weeks before they come into effect.

Workers alternate shifts evenly.

Before starting work, each worker and employee is obliged to mark his arrival at work, and at the end of the working day, to mark his departure from work in the manner established by the department.

5.2. The administration is obliged to organize records of attendance at work and departure from work.

The administration will not allow employees who show up to work while intoxicated to work that working day (shift).

5.3. In continuous work, a shift worker is prohibited from leaving work until the replacement worker arrives.

If the replacement does not show up, the worker or employee informs the senior person about this, who is obliged to immediately take measures to replace the replacement with another employee.

5.4. In those jobs where, due to production conditions, a break for rest and food cannot be established, the worker or employee must be given the opportunity to eat food during working hours.

5.5. The list of such work, the order and places of eating are established by the administration in agreement with the local committee.

Distract workers and employees from their direct work, call or remove them from work to perform public duties.

Convene meetings, meetings and all kinds of meetings on public affairs.

5.7. The order of granting annual leave is established by the administration in agreement with the trade union committee. The vacation schedule is drawn up for each calendar year no later than January 5 of the current year and is brought to the attention of all workers and employees.

6. Rewards for success at work

6.1. For exemplary performance of job duties, long-term and impeccable work, innovation in work and for other achievements and work, the following incentives are applied: declaration of gratitude, issuance of a bonus, awarding a valuable gift.

Incentives are announced in an order or directive from the administration, jointly or in agreement with the trade union committee, brought to the attention of the entire team and entered into the employee’s work book.

6.2. For special labor merits, workers and employees are presented by the administration for encouragement, awards, orders, medals, certificates of honor, badges, badges of honorary titles, and the title of the best worker in a given profession.

7. Penalties for violations of labor discipline

Violations of labor discipline, that is, failure to perform or improper performance through the fault of an employee of the assigned labor duties entails the imposition of disciplinary sanctions or the application of public sanctions.

For violation of labor discipline, the enterprise administration applies the following disciplinary sanctions: reprimand, reprimand, severe reprimand, dismissal (Labor Code of the Russian Federation).

Dismissal as a disciplinary sanction can be applied for systematic failure by a worker or employee, without good reason, to fulfill the duties assigned to him by an employment agreement (contract) or internal labor regulations, if disciplinary or public sanctions have previously been applied to the worker or employee, as well as for absenteeism without good reason.

Absenteeism is considered absence from work without good reason (including absence from work for more than three hours during the working day).

7.3. Disciplinary sanctions are imposed by the head of the enterprise.

7.4. For absenteeism without good reason, the administration applies one of the disciplinary measures provided for in paragraph 7.2.

Regardless of the application of disciplinary or public sanctions, a worker or employee who commits absenteeism is deprived of his production bonus in whole or in part. The amount of remuneration may be reduced based on the results of the enterprise’s annual work or no remuneration will be paid at all.

Before imposing a penalty, an explanation must be required from the violator of labor discipline. Disciplinary sanctions are applied by the administration immediately after the discovery of the misconduct, but no later than one month from the date of its discovery, not counting the time the employee was ill or on vacation. A disciplinary sanction cannot be imposed later than six months from the date of commission of the offense.

For each violation of labor discipline, only one disciplinary sanction can be imposed.

When imposing a disciplinary sanction, the severity of the act committed, the circumstances in which it was committed, the employee’s previous work and behavior must be taken into account.

A disciplinary sanction is announced in an order (instruction) and communicated to the employee against signature within three days. The order is brought to the attention of the employees of the enterprise.

If within a year from the date of disciplinary action the worker or employee is not subject to discipline, then he is considered not to have been subject to disciplinary action.

The administration may issue an order (instruction) to lift a disciplinary sanction, without waiting for the expiration of a year, if the worker or employee has not committed a new violation of labor discipline and at the same time has proven himself to be a good and conscientious employee.

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I CONFIRM:

(name of employer)				(approval stamp)
INTERNAL LABOR RULES
				(a note indicating that the opinion of the representative body of employees was taken into account)

Chapter 1. General provisions

1. These Internal Labor Regulations are introduced for employees

2. These Internal Labor Regulations regulate the procedure for hiring and dismissing employees, fundamental rights, obligations of the parties to an employment contract, working hours, rest periods, incentives and penalties applied to employees, as well as other issues of regulating labor relations in the organization.

Chapter 2. Basic rights and obligations of employees

3. Every employee has the right to:

Conclusion, amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Providing him with work stipulated by the employment contract;

A workplace that meets state regulatory requirements for labor protection and the conditions provided for by the collective agreement;

Timely and full payment of wages in accordance with your qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays, paid annual leave;

Complete reliable information about working conditions and labor protection requirements in the workplace;

Professional training, retraining and advanced training in the manner established by the Labor Code of the Russian Federation and other federal laws;

Association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;

Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement;

Conducting collective negotiations and concluding collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement, agreements;

Protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;

Resolution of individual and collective labor disputes, including the right to strike, in the manner established by the Labor Code of the Russian Federation and other federal laws;

Compensation for damage caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws;

Compulsory social insurance in cases provided for by federal laws;

4. Each employee is obliged:

Conscientiously fulfill his labor duties assigned to him by the employment contract;

Comply with internal labor regulations;

Maintain labor discipline;

Comply with established labor standards;

Comply with labor protection and occupational safety requirements;

Treat with care the property of the employer (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees;

Immediately inform the employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the employer’s property (including the property of third parties located at the employer, if the employer is responsible for the safety of this property),

Do not disseminate false and distorted information about the employer and information discrediting the business reputation of the employer;

Conclude an agreement on full financial liability in the event of starting to work with material assets on a legal basis and provided that the work performed by the employee or his position is included by law in the list of those for which it is permissible to conclude an agreement on full financial liability;

5. The range of duties (work) that each employee performs in his specialty, qualifications or position is determined by individual employment contracts concluded with employees, job descriptions and internal regulations organization, technical rules.

Chapter 3. Basic rights and obligations of the employer

6. The employer has the right:

Conclude, amend and terminate employment contracts with employees in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious, effective work;

Demand that employees perform their job duties and take care of the employer’s property (including the property of third parties owned by the employer, if the employer is responsible for the safety of this property) and other employees, and comply with internal labor regulations;

Bring employees to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;

Adopt local regulations, make changes to existing local regulations;

7. The employer is obliged:

Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement, agreements and employment contracts;

Provide employees with work stipulated by the employment contract;

Ensure safety and working conditions that comply with state regulatory labor protection requirements;

Provide employees with equipment, tools, technical documentation and other means necessary to perform their job duties;

Provide workers with equal pay for work of equal value;

Pay the full amount of wages due to employees within the terms established in accordance with the Labor Code of the Russian Federation, the collective agreement, these internal labor regulations, and employment contracts;

Conduct collective negotiations, as well as conclude a collective agreement in the manner established by the Labor Code of the Russian Federation;

Provide employee representatives with complete and reliable information necessary for concluding a collective agreement, agreement and monitoring their implementation;

Introduce employees, upon signature, to the adopted local regulations directly related to their work activities, with changes made to them;

Consider submissions from the relevant trade union bodies and other representatives elected by employees about identified violations of labor legislation and other acts containing labor law norms, take measures to eliminate the identified violations and report on the measures taken to the specified bodies and representatives;

Create conditions that ensure the participation of employees in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement;

Provide for the everyday needs of employees related to the performance of their job duties;

Carry out compulsory social insurance of employees in the manner established by federal laws;

Compensate for harm caused to employees in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation;

Perform other duties provided for by labor legislation and other regulatory legal acts containing labor law standards, collective agreements, agreements, local regulations and employment contracts.

Chapter 4. Procedure for hiring, dismissal and dismissal of employees

Recruitment.

8. When applying for a job, the employer has the right to demand, and the employee is obliged to provide the following documents:

Passport or other identification document;

A work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;

Insurance certificate of state pension insurance;

Military registration documents - for those liable for military service and persons subject to conscription for military service;

Document on education, qualifications or special knowledge - when applying for a position that requires special knowledge or special training. These positions are:

A certificate of the presence (absence) of a criminal record and (or) the fact of criminal prosecution or the termination of criminal prosecution on rehabilitative grounds, issued in the manner and in the form established by the federal executive body exercising the functions of developing and implementing state policy and legal regulation in the field of internal affairs - when applying for a job related to activities to which, in accordance with the Labor Code of the Russian Federation, other federal laws, persons who have or have had a criminal record, are or have been subject to criminal prosecution are not allowed.

9. The employer is obliged to keep work books for each employee who has worked for him for more than five days, if the work is the main one for the employee. When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are issued by the employer at his own expense. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the employer is obliged, upon a written application of this person (indicating the reason for the absence of a work book), to issue a new work book.

10. When applying for a part-time job, the employer has the right to demand, and the employee is obliged to present to the employer a passport or other identification document. When hiring part-time employees for positions requiring special knowledge, the employer has the right to require the employee to present a diploma or other document on education or professional training or their duly certified copies.

11. When hiring, the employer is obliged to conclude an employment contract with the employee.

The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the employee, the other is kept by the employer. The employee’s receipt of a copy of the employment contract must be confirmed by the employee’s signature on the copy of the employment contract kept by the employer.

An employment contract that is not formalized in writing is considered concluded if the employee began work with the knowledge or on behalf of the employer or his representative. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three working days from the date the employee is actually admitted to work.

12. Hiring is formalized by an order (instruction) of the employer, issued on the basis of a concluded employment contract. The content of the order (instruction) of the employer must comply with the terms of the concluded employment contract.

The employer's order (instruction) regarding employment is announced to the employee against signature within three days from the date of actual start of work. At the request of the employee, the employer is obliged to provide him with a duly certified copy of the specified order (instruction).

13. When hiring (before signing an employment contract), the employer is obliged to familiarize the employee, against signature, with the collective agreement, internal labor regulations, and other local regulations directly related to the employee’s work activity, namely:

14. Suspension from work.

The employer does not allow the employee to work:

Appearing at work in a state of alcohol, drug or other toxic intoxication;

Has not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure;

Has not undergone a mandatory medical examination (examination) in accordance with the established procedure, as well as a mandatory psychiatric examination in cases provided for by federal laws and other regulatory legal acts of the Russian Federation;

If, in accordance with a medical report issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation, contraindications are identified for the employee to perform work stipulated by the employment contract;

In case of suspension for a period of up to two months, the employee’s special right (license, right to manage vehicle, the right to carry weapons, other special rights) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility of the employee fulfilling his duties under the employment contract and if it is impossible to transfer the employee with his written consent to another job available to the employer (both a vacant position or work corresponding to the employee’s qualifications, and a vacant lower position or lower paid work) that the employee can perform taking into account his state of health. In this case, the employer is obliged to offer the employee all vacancies available in the given area that meet the specified requirements. The employer is obliged to offer vacancies in other localities if this is provided for by the collective agreement, agreements, or employment contract;

At the request of bodies or officials authorized by federal laws and other regulatory legal acts of the Russian Federation;

In other cases provided for by federal laws and other regulatory legal acts of the Russian Federation.

The employer suspends the employee from work (does not allow him to work) for the entire period of time until the circumstances that served as the basis for the suspension from work or not being allowed to work are eliminated.

During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code of the Russian Federation or other federal laws. In cases of suspension from work of an employee who has not undergone training and testing of knowledge and skills in the field of labor protection or a mandatory preliminary or periodic medical examination (examination) through no fault of his own, he is paid for the entire period of suspension from work as idle time.

Dismissal procedure.

15. An employment contract between an employee and an employer can be terminated only on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

16. Termination of an employment contract is formalized by order (instruction) of the employer.

The employee must be familiarized with the order (instruction) of the employer to terminate the employment contract against signature. At the request of the employee, the employer is obliged to provide him with a duly certified copy of the specified order (instruction). In the event that an order (instruction) to terminate an employment contract cannot be brought to the attention of the employee or the employee refuses to familiarize himself with it against signature, a corresponding entry is made on the order (instruction).

17. The day of termination of the employment contract in all cases is the last day of work of the employee, with the exception of cases when the employee did not actually work, but in accordance with the Labor Code of the Russian Federation or other federal law, he retained his place of work (position).

18. On the day of termination of the employment contract, the employer is obliged to issue the employee a work book and make payments to him. Upon written application by the employee, the employer is also obliged to provide him with duly certified copies of documents related to work.

19. If on the day of termination of the employment contract it is impossible to issue a work book to an employee due to his absence or refusal to receive it, the employer is obliged to send the employee a notice of the need to appear for the work book or agree to send it by mail. From the date of sending this notification, the employer is released from liability for the delay in issuing the work book. Upon written request from an employee who has not received a work book after dismissal, the employer is obliged to issue it no later than three working days from the date of the employee’s application.

Chapter 5. Working time and rest time

20. A 40-hour work week is established, a normalized working day is established for employees occupying the following positions (employees of the following structural divisions):

For these employees, the following start and end times of work and breaks for rest and food are established:

	Monday Friday		Pre-holiday days
Beginning of work
End of work

The employees listed in this paragraph are provided with days off:

In cases established by law, employees are provided with reduced and part-time working hours.

21. A flexible working time regime is established for employees holding the following positions:

For these employees, the end and total duration of the working day is determined by the work schedule. The duration of working hours during the accounting period should not exceed the normal number of working hours established by law. The accounting period of working time is ______________________________ (week, month, year). The employer ensures the maintenance of summarized records of employees' working time. Summarized recording of working time is introduced taking into account the opinion of the elected body of the primary trade union organization

22. Irregular working hours are established for employees holding the following positions:

These employees are annually provided with an additional paid leave of 3 days to the basic one.

23. Employees are annually granted basic leave of 28 calendar days with the preservation of their place of work (position) and average earnings.

Leave for the first year of work is granted after six months of continuous work with the Employer. In cases provided for by the labor legislation of the Russian Federation, at the request of the Employee, the Employer may provide leave until the expiration of six months of continuous work. Vacation for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of provision of annual paid vacations established by the Employer's vacation schedule.

The order of provision of paid vacations is determined annually in accordance with the vacation schedule approved by the employer, taking into account the opinion of the elected body of the primary trade union organization no later than two weeks before the start of the calendar year in the manner established by Article 372 of the Labor Code of the Russian Federation for the adoption of local regulations.

By agreement between the employee and the employer, annual paid leave can be divided into parts. Moreover, at least one part of this leave must be at least 14 calendar days.

24. For family reasons and other valid reasons, the Employer may, at his request, provide a short-term leave without pay.

25. Upon dismissal, the employee is paid monetary compensation for all unused vacations.

Chapter 6. Remuneration of employees

26. When paying wages, the employer is obliged to notify each employee in writing:

1) on the components of the salary due to him for the relevant period;

2) on the amount of other amounts accrued to the employee, including monetary compensation for the employer’s violation of the established deadline for payment of wages, vacation pay, dismissal payments and (or) other payments due to the employee;

3) about the amount and grounds for deductions made;

4) about the total amount of money to be paid.

27. Wages are paid to the employee, as a rule, at the place where he performs the work or is transferred to the bank account specified by the employee in a written application on the terms determined by the collective agreement or employment contract.

28. Salaries are paid at least every half month, namely on the following days: “_____” and “_____” days of each month.

If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day. Payment for vacation is made no later than three days before it starts.

29. In case of delay in payment of wages for a period of more than 15 days, the employee has the right, by notifying the employer in writing, to suspend work for the entire period until the delayed amount is paid.

If the employer violates the established deadline for payment of wages, vacation pay, dismissal payments and other payments due to the employee, the employer is obliged to pay them with interest (monetary compensation) in the amount of not less than one three hundredth of the refinancing rate of the Central Bank of the Russian Federation in force at that time from amounts not paid on time for each day of delay starting from the next day after the due date for payment up to and including the day of actual settlement.

Chapter 7. Labor routine, labor discipline

30. All employees are required to obey the management of the organization.

Employees are obliged to comply with orders, instructions, instructions given by a superior manager, as well as instructions and instructions that are brought to their attention through official instructions or announcements. Any action that may disrupt good order or discipline is prohibited.

These actions include:

Distraction of other employees from work on personal and other issues not related to work;

Distributing publications, leaflets and hanging materials within the organization without appropriate permission;

Bringing unauthorized persons to the employer's premises;

Carrying out personal work at the workplace;

Removal of the employer's property from the territory of the employer and its subdivisions without the employer's permission;

Using the employer's telephone numbers for personal conversations, using computers, cars, other machinery, equipment, and other property of the employer for personal purposes without the permission of management;

Failure to comply with the terms of paid vacations established by the management of the organization;

Leaving your workplace for a long time during working hours without informing management about it.

31. Permission to leave the workplace may be given by the employer’s manager, in particular, in the following cases:

An employee who becomes ill at work must go home;

An unexpectedly serious event in the family;

Call to social security authorities or law enforcement agencies;

Visiting a specialist doctor if necessary;

Laboratory examinations;

Regular medical treatment;

Examinations of a professional nature;

Early care due to the need to go on leave for family reasons.

Any absence from work due to illness, except in cases of force majeure (force majeure), must be reported to management within ________________________.

32. Employees, regardless of their official position, are obliged to:

Show each other courtesy, respect, mutual assistance and tolerance;

Keep outside the organization in complete secrecy all industrial, commercial, financial, technical or other transactions that they become aware of at work or in connection with the performance of their duties, especially everything related to secrets and methods used in the activities of the organization and its clients .

Incentives for work

33. The employer encourages employees who conscientiously perform their job duties in the form of:

1) announcements of gratitude,

2) issuing a bonus,

3) rewarding with a valuable gift,

4) awarding a certificate of honor,

5) nominations for the title of best in the profession,

Incentives are announced in an order or directive, brought to the attention of the entire team and entered into the employee’s work book.

Disciplinary action

34. For committing a disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, the employer has the right to apply the following disciplinary sanctions:

1) remark;

2) reprimand;

3) dismissal for appropriate reasons.

35. Dismissal as a disciplinary measure may be applied on the grounds provided for in paragraphs 5, 6, 9 or 10 of part one of Article 81 or paragraph 1 of Article 336 of the Labor Code of the Russian Federation, as well as paragraph 7 or 8 of part one of Article 81 of the Labor Code of the Russian Federation in cases where guilty actions giving grounds for loss of confidence, or, accordingly, an immoral offense were committed by an employee at the place of work and in connection with the performance of his job duties.

When imposing a disciplinary sanction, the severity of the offense committed and the circumstances under which it was committed must be taken into account.

36. Before applying a disciplinary sanction, the employer must request a written explanation from the employee. If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up.

Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time of illness of the employee, his stay on vacation, as well as the time necessary to take into account the opinion of the representative body of employees.

A disciplinary sanction cannot be applied later than six months from the date of commission of the offense, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. IN specified deadlines The time of criminal proceedings is not included.

For each disciplinary offense, only one disciplinary sanction can be applied.

The employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

37. If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

The employer, before the expiration of a year from the date of application of the disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself.

38. These Internal Labor Regulations come into force _____________ and are valid until __________________________________________.

Amendments to these Internal Labor Regulations are developed and approved by the employer, taking into account the opinion

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Dear guests!

Inner order rules

HotelsALFA

1. Entrance to the hotel is carried out using an individual guest card.

2. Visitors who arrive at your place are allowed into the hotel only at your request from 8.00 to 23.00. The pass is issued at the accommodation service upon presentation of an identity document by the visitor.

3. Staying of unauthorized persons in a hotel room after 23.00 is considered an overnight stay (accommodation) and is formalized by the guest’s registration for an additional bed in the room at the personal request of the resident. Payment for an additional bed is made according to the price list(3000 tenge) .

4. Subject to these rules, the stay of unauthorized persons at the hotel may be limited in time or interrupted.

Citizens living in a hotel are OBLIGED to:

Strictly follow fire safety rules.

Maintain cleanliness.

When leaving the room, close the water taps and windows, turn off the lights and TV, lock the room and hand over the key to the administrator.

Compensate for damage in case of loss or damage to hotel property.

It is PROHIBITED at the hotel:

Leave strangers in the room and give them the room keys.

Store bulky items, flammable materials, and weapons.

Use electric heating devices.

Rearrange furniture in the room.

Keep animals and birds.

Smoking in the room without the consent of other residents in the room.

(Name (Date of signature)

(Head of the enterprise)

Moscow (Signature) (Transcript

Date of___________________

1. General provisions

1.1. In accordance with the Constitution of the Russian Federation, every citizen is obliged to observe labor discipline.

Compliance with labor discipline is the rule of behavior of each member of the team of an enterprise, institution, or organization.

Labor discipline is ensured by methods of persuasion, as well as rewards for conscientious work. Disciplinary and social measures are applied to violators of labor discipline.

Internal regulations are aimed at promoting the education of workers and employees in the spirit of a conscientious attitude to work, strengthening labor discipline, rational use of working time, and high quality work.

All issues related to the application of internal labor regulations are resolved by the administration within the limits of the rights granted to it, and in cases provided for by current legislation and internal regulations, jointly or in agreement with the trade union committee.

2. The procedure for hiring, transferring and dismissing employees

Workers and employees exercise the right to work by concluding an employment agreement (contract).

When applying for a job, the administration of the enterprise is obliged to require from the applicant:

Providing a work book, and if this person is starting work for the first time, providing a certificate from the house management company or administration from the place of work about the last employment.

Providing a passport in accordance with passport legislation.

Military ID (for those liable for military service).

Hiring without the specified documents is not permitted.

When applying for a job that requires special knowledge, the administration has the right to require the employee to present a diploma or other document confirming the education or professional retraining received.

Hiring is formalized by order of the administration. The order (instruction) is announced to the employee against receipt.

2.3. When a worker or employee joins or is transferred in the prescribed manner to another job, the administration is obliged to:

Familiarize the worker or employee with the assigned work, working conditions and explain his rights and responsibilities.

Familiarize him with the internal regulations and the collective agreement.

Provide instructions on safety precautions, industrial sanitation, occupational hygiene, fire safety and other labor protection rules.

2.4. For persons hired for the first time, a work book is filled out no later than five days after being hired.

The administration must issue paybooks to all workers, as well as those employees whose work is paid by the piece, five days after being hired.

2.5. Termination of an employment contract can only take place on the grounds provided for by law.

Workers and employees have the right to terminate an employment contract by notifying the administration in writing two weeks in advance. After this period, the worker or employee has the right to stop working, and the administration is obliged to issue the employee a work book and make payments to him.

Termination of an employment agreement (contract) at the initiative of the administration is not permitted without the prior consent of the trade union committee, except in cases provided for by law.

Termination of an employment agreement (contract) is formalized by order.

2.6. On the day of dismissal, the administration is obliged to issue it to the employee; work book with a record of dismissal entered into it and make a final settlement with it. Entries about the reasons for dismissal in the work book must be made in strict accordance with the wording of the current legislation and with reference to the relevant article, paragraph of the law. The day of dismissal is considered the last day of work.

3. Main responsibilities of employees

3.1. Workers and employees are obliged:

Work honestly and conscientiously.

Observe labor discipline - the basis of order in production (come to work on time, observe the established working hours, use all working time for productive work, promptly and accurately carry out orders from the administration, etc.).

Complete work according to orders and assignments, production standards and standardized production tasks in a timely and thorough manner.

Maintain technological discipline.

Fully comply with labor protection requirements (safety precautions, industrial sanitation, occupational hygiene) and fire safety provided for by the relevant rules and instructions, use special clothing, safety shoes and safety devices.

Take care of the property of the enterprise, use equipment efficiently, treat materials, workwear, etc. with care.

Conduct yourself with dignity; refrain from actions that interfere with other employees performing their job duties.

Take measures to immediately eliminate the causes and conditions that impede or complicate the normal production of work, and if it is not possible to eliminate these causes on your own, immediately report this to the administration.

3.1.10.Systematically improve your business (production) qualifications.

The range of duties (work) that each employee performs in his specialty, qualification or position is determined by the tariff and qualification reference books of workers' professions, qualification reference books of employee positions, as well as technical rules, job descriptions and regulations approved in the prescribed manner.

4. Main responsibilities of the administration

4.1. The administration is obliged:

Organize the work of workers and employees so that everyone works according to their specialty and qualifications.

In a timely manner, before the start of the assigned work, familiarize workers and employees with the established task, ensure healthy and safe working conditions, good condition of equipment, as well as reserves (in accordance with standards) of raw materials, materials and other resources necessary for uninterrupted and rhythmic work.

Organize the study and implementation of advanced techniques and methods of labor, rational forms of division and cooperation of labor; improve the organization and maintenance of workplaces; mechanize heavy and labor-intensive work, constantly improve rationing; introduce technically sound and revise outdated production standards (maintenance time).

Timely consider and implement inventions and proposals for improving the hotel’s activities, implement decisions at production meetings, support and encourage production innovators.

Strengthen labor and production discipline in every possible way.

Improve working conditions, strictly comply with labor legislation, ensure proper technical equipment of all workplaces and create working conditions in them that comply with labor protection rules. In the absence of requirements in the rules, compliance with which during the performance of work is necessary to ensure safe working conditions, the administration, in agreement with the local committee of the trade union, must take measures to ensure safe working conditions.

Introduce modern safety equipment to prevent occupational injuries, and ensure sanitary and hygienic conditions that prevent the occurrence of occupational and other diseases of workers and employees.

Constantly monitor compliance with all requirements of safety instructions, industrial sanitation and occupational hygiene, and fire safety.

To ensure systematic improvement of the business (industrial) qualifications of workers and the level of their economic knowledge, to create conditions for combining work with training in production and in educational institutions.

4.1.10. Be attentive to the needs and requests of employees.

The administration carries out its duties in the relevant

cases jointly or in agreement with the trade union committee.

5. Working time and its use

5.1. The start and end times of work and breaks for rest and food are established as follows: the duration of the working day is 8 hours.

If necessary, the duration of daily work, including the start and end time of daily work and food breaks, is determined by the shift schedule approved by the administration in agreement with the trade union committee, in compliance with the established working hours for the week and other accounting period.

Shift schedules are brought to the attention of workers and employees, as a rule, no later than two weeks before they come into effect.

Workers alternate shifts evenly.

Before starting work, each worker and employee is obliged to mark his arrival at work, and at the end of the working day, to mark his departure from work in the manner established by the department.

5.2. The administration is obliged to organize records of attendance at work and departure from work.

The administration will not allow employees who show up to work while intoxicated to work that working day (shift).

5.3. In continuous work, a shift worker is prohibited from leaving work until the replacement worker arrives.

If the replacement does not show up, the worker or employee informs the senior person about this, who is obliged to immediately take measures to replace the replacement with another employee.

5.4. In those jobs where, due to production conditions, a break for rest and food cannot be established, the worker or employee must be given the opportunity to eat food during working hours.

5.5. The list of such work, the order and places of eating are established by the administration in agreement with the local committee.

Distract workers and employees from their direct work, call or remove them from work to perform public duties.

Convene meetings, sessions and all kinds of meetings on public affairs.

5.7. The order of granting annual leave is established by the administration in agreement with the trade union committee. The vacation schedule is drawn up for each calendar year no later than January 5 of the current year and is brought to the attention of all workers and employees.

6. Rewards for success at work

6.1. For exemplary performance of job duties, long-term and impeccable work, innovation in work and for other achievements and work, the following incentives are applied: declaration of gratitude, issuance of a bonus, awarding a valuable gift.

Incentives are announced in an order or directive from the administration, jointly or in agreement with the trade union committee, brought to the attention of the entire team and entered into the employee’s work book.

6.2. For special labor merits, workers and employees are presented by the administration for encouragement, awards, orders, medals, certificates of honor, badges, badges of honorary titles, and the title of the best worker in a given profession.

7. Penalties for violations of labor discipline

Violations of labor discipline, that is, failure to perform or improper performance through the fault of an employee of the assigned labor duties entails the imposition of disciplinary sanctions or the application of public sanctions.

For violation of labor discipline, the enterprise administration applies the following disciplinary sanctions: reprimand, reprimand, severe reprimand, dismissal (Labor Code of the Russian Federation).

Dismissal as a disciplinary sanction can be applied for the systematic failure by a worker or employee, without good reason, to fulfill the duties assigned to him by an employment agreement (contract) or internal labor regulations, if disciplinary or public sanctions have previously been applied to the worker or employee, as well as for absenteeism without good reason.

Absenteeism is considered absence from work without good reason (including absence from work for more than three hours during the working day).

7.3. Disciplinary sanctions are imposed by the head of the enterprise.

7.4. For absenteeism without good reason, the administration applies one of the disciplinary measures provided for in paragraph 7.2.

Regardless of the application of disciplinary or public sanctions, a worker or employee who commits absenteeism is deprived of his production bonus in whole or in part. The amount of remuneration may be reduced based on the results of the enterprise’s annual work or no remuneration will be paid at all.

Before imposing a penalty, an explanation must be required from the violator of labor discipline. Disciplinary sanctions are applied by the administration immediately after the discovery of the misconduct, but no later than one month from the date of its discovery, not counting the time the employee was ill or on vacation. A disciplinary sanction cannot be imposed later than six months from the date of commission of the offense.

For each violation of labor discipline, only one disciplinary sanction can be imposed.

When imposing a disciplinary sanction, the severity of the act committed, the circumstances in which it was committed, the employee’s previous work and behavior must be taken into account.

A disciplinary sanction is announced in an order (instruction) and communicated to the employee against signature within three days. The order is brought to the attention of the employees of the enterprise.

If within a year from the date of disciplinary action the worker or employee is not subject to discipline, then he is considered not to have been subject to disciplinary action.

The administration may issue an order (instruction) to lift a disciplinary sanction, without waiting for the expiration of a year, if the worker or employee has not committed a new violation of labor discipline and at the same time has proven himself to be a good and conscientious employee.

Head of HR ___________ _________________________

services (Signature) (Signature decryption)

Visas ___________ ___________________________

(Signature) (Decryption of signature)

AGREED

Minutes of the general meeting

labor collective

Date________ No. __________

APPENDIX 4

Regulations on the division of hotel rooms

_________________ _____________ “APPROVED”

(Name (Date of signature)

enterprises) _________________________________

(Head of the enterprise)

Date__________ No___________ _________________________

Moscow (Signature) (Transcript

Are commonprovisions

The Rooms Division provides basic hotel services and provides reception, accommodation and maintenance on the residential floors.

The division is headed by the Deputy General Director (hotel director).

The head of the division is appointed by order of the General Director.

The Deputy General Director is replaced by the head of the reception and accommodation service or the head of the room service.

The head of the division replaces the general director.

The question of the advisability of hiring a manager is decided by the General Director when the candidate provides the necessary documents.

In accordance with the Labor Code of the Russian Federation, a contract is concluded with the person hired for this position.

The result of the test and the relations of the parties after the expiration of the probationary period are regulated by the rules of the Labor Code of the Russian Federation.

An agreement on full individual financial responsibility is concluded with the employee holding this position.

1.10. Dismissal from this position is carried out in the following cases: by agreement of the parties;

due to the expiration of the contract and its non-extension for a new term;

at the initiative of the employee;

at the initiative of the administration;

based on the results of the assessment of the employee’s performance by the certification commission as not corresponding to the position, including the probationary period;

in case of disclosure of official and commercial secrets of the enterprise causing material damage;

in other cases provided for by the Labor Code of the Russian Federation.

Holiday entitlement: 24 working days.

Salary fork