Calendar 6 day work week. One day off with a six-day working week: the norm of working hours and surcharges

In January 2016, for a 6-day 40-hour week, the time norm in the production calendar is set to 19 days and 120 hours. In fact, when calculating by days, the time norm is 125 hours. This situation develops almost monthly, especially on days of transfers due to holidays, so that the time norms of the 5 and 6-day weeks do not even equalize for a year. What needs to be done for the 6-day week in January: approve the norm by order of the sanatorium time of 125 hours or by the same order to reduce the length of working days so that the total is 120 hours? Or are there other options? Please give a specific answer, if possible, attach a sample order or give a link to it. Thank you in advance

Answer

Answer to the question:

A six-day work week with one day off is applicable under Art. 100 of the Labor Code of the Russian Federation. At the same time, in accordance with Art. 111 of the Labor Code of the Russian Federation, the general day off is Sunday.

The normal working hours for both the five-day working week and the six-day working week may not exceed 40 hours per week. This limitation is established by Art. 91 of the Labor Code of the Russian Federation.

An expert shares important information about labor rationing in the material at the link.

Article 95 of the Labor Code of the Russian Federation establishes that the above provision is equally applicable to both a five-day and a six-day working week.

At the same time, Article 95 of the Labor Code of the Russian Federation for a six-day working week introduces an additional restriction, according to which, on the eve of days off, the duration of work under this regime cannot exceed five hours. This rule is not dependent on the duration of the last week in the month.

Thus, with a six-day working week, the duration of the working day on the eve of the day off should be five hours.

According to part 3 of Art. 91 of the Labor Code of the Russian Federation, the procedure for calculating the norm of working time for certain calendar periods (month, quarter, year), depending on the established length of working time per week, is determined by the federal executive body that performs the functions of developing state policy and legal regulation in the field of labor. This procedure is established by the Order of the Ministry of Health and Social Development of the Russian Federation of August 13, 2009 N 588n.

In accordance with the specified Procedure, the norm of working time of a particular month is calculated as follows: the duration of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week of a particular month and from the received number of hours the number of hours in a given month is subtracted, by which the working time is reduced on the eve of non-working holidays.

Interesting information about Six day work week with one day off posted here.

The specified Procedure and are guided in the preparation of the production calendar. As can be noted, this Procedure is designed for a five-day working week, and for a six-day week, the procedure for calculating the hourly rate is limited by the norms of the Labor Code of the Russian Federation on a 40-hour working week, the transfer of holidays and the reduction of pre-holiday days, a day off on Sunday and five hours of work on Saturday.

The labor legislation did not establish the length of working hours for working days when establishing a six-day working week (except Saturday). Therefore, in practice, the following mode of operation is applied:

7 hours + 7 hours + 7 hours + 7 hours + 7 hours + 5 hours = 40 hours per week.

Based on this, the norm of hours should be calculated for a six-day week.

Due to the discrepancy between the alternation of working days and days off, the reduction of pre-holiday and the transfer of holidays, the norm of working time per month for a five-day and six-day working week may differ.

However, the production calendar, which establishes the norm of working hours for certain calendar periods within the corresponding calendar year, is mandatory for any mode of working hours. Therefore, the work schedule for a six-day working week must be drawn up in compliance with the monthly norm of working time, if the employee has not established a summary accounting with a longer accounting period.

Thus, the employer is not entitled to increase the norm of working hours established by the production calendar. In this situation, it is necessary to revise the work schedule in such a way as to reach the norm of hours: either reduce the number of working days, or reduce the length of the working day.

Since the length of the working day and the alternation of working and days off are established by the Internal Labor Regulations (hereinafter referred to as the IWTR), changes must be made to them. This can be done by issuing an order (in any form) to amend the PVTR. In addition, since there is a reference to the PWTR in the employment contracts of employees, they also need to be amended by concluding additional agreements.

Note: if an employee has a salary, and in accordance with your work schedule, he worked all the working days of the month (or other accounting period), then he must be paid the full salary.

Details in the materials of the System Personnel:

1. Regulatory framework: Labor Code of the Russian Federation

Article 91. The concept of working time. Normal working hours

Working hours - the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, relate to working time.

Normal working hours may not exceed 40 hours per week.*

The procedure for calculating the norm of working time for certain calendar periods (month, quarter, year), depending on the established length of working time per week, is determined by the federal executive body that performs the functions of developing state policy and legal regulation in the field of labor.

(Part three was introduced by Federal Law No. 157-FZ of July 22, 2008)

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

Article 95

The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

In continuously operating organizations and in certain types of work, where it is impossible to reduce the duration of work (shift) on the holiday day, processing is compensated by providing the employee with additional rest time or, with the consent of the employee, payment according to the norms established for overtime work.

On the eve of the weekend, the duration of work with a six-day working week cannot exceed five hours.

Article 100. Working hours

The working time regime should provide for the duration of the working week (five-day with two days off, six days with one day off, working week with the provision of days off on a rotating schedule, part-time work), work with irregular working hours for certain categories of workers, the duration of daily work ( shifts), including part-time work (shifts), start and end time of work, breaks in work, number of shifts per day, alternation of working and non-working days, which are established by the internal labor regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, and for employees whose working hours differ from the general rules established by a given employer - an employment contract.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

Features of the regime of working time and rest time for transport workers, communications workers and others who have a special nature of work are determined in the manner established by the Government of the Russian Federation.

Article 111. Holidays

All employees are provided with days off (weekly uninterrupted rest). With a five-day working week, employees are provided with two days off per week, with a six-day working week - one day off.

The general day off is Sunday. The second day off with a five-day working week is established by a collective agreement or internal labor regulations. Both days off are provided, as a rule, in a row.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

Employers whose work can not be suspended on weekends due to production, technical and organizational conditions are provided with days off on different days of the week in turn for each group of employees in accordance with the internal labor regulations.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

Order of the Ministry of Health and Social Development of the Russian Federation of August 13, 2009 N 588n "On approval of the Procedure for calculating the norm of working hours for certain calendar periods of time (month, quarter, year) depending on the established working hours per week" (Registered in the Ministry of Justice of the Russian Federation on September 28, 2009 N 14900)

CALCULATION OF THE NORMS OF WORKING TIME FOR CERTAIN

CALENDAR TIME PERIODS (MONTH, QUARTER, YEAR)

DEPENDING ON THE SET DURATION

WORKING TIME PER WEEK

1. The norm of working time for certain calendar periods of time is calculated according to the estimated schedule of a five-day working week with two days off on Saturday and Sunday, based on the duration of daily work (shift):

with a 40-hour work week - 8 hours;

if the duration of the working week is less than 40 hours - the number of hours obtained by dividing the established duration of the working week by five days.

The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

In accordance with Part 2 of Article 112 of the Labor Code of the Russian Federation, if a day off and a non-working holiday coincide, the day off is transferred to the next working day after the holiday.

In cases where, in accordance with the decision of the Government of the Russian Federation, a day off is transferred to a working day, the duration of work on this day (the former day off) must correspond to the length of the working day on which the day off is transferred.

The norm of working time calculated in this manner applies to all modes of work and rest.

Thus, the norm of working time of a particular month is calculated as follows: the duration of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week of a particular month and from of the received number of hours, the number of hours in a given month is subtracted by which the working time is reduced on the eve of non-working holidays.

In a similar manner, the norm of working time for the whole year is calculated: the duration of the working week (40, 39, 36, 30, 24, etc. hours) is divided by 5, multiplied by the number of working days according to the calendar of the five-day working week in a year and from of the received number of hours, the number of hours in the given year is subtracted, by which the working time is reduced on the eve of non-working holidays.

2. The transfer of days off coinciding with non-working holidays, provided for by Part 2 of Article 112 of the Labor Code of the Russian Federation, is carried out by employers using various work and rest regimes in which work is not performed on holidays. This procedure for postponing days off coinciding with non-working holidays applies equally to work modes with both permanent days of the week fixed on the days of the week and sliding days of rest.

For employers whose suspension of work on non-working holidays is impossible due to production, technical and organizational conditions (for example, continuously operating production, daily services to the population, etc.), the transfer of days off provided for by Part 2 of Article 112 of the Labor Code of the Russian Federation is not carried out .

With respect and wishes for comfortable work, Yulia Meskhia,

Expert Systems Personnel


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It is no secret to anyone that some employers instead of the usual five working days set a six-day working week for the team. For this reason, many are interested in a number of questions:

  • What is the norm of hours per week with six working days;
  • How is processing paid?
  • What should be the duration of rest with such a work schedule;
  • How are vacations calculated with a six-day work schedule;
  • How to calculate the norm of working hours;
  • How to set a six-day work schedule in an organization.

The most common schedule options are either a 5-day work week or shift work (three days later). In both cases, one should be guided by the generally accepted norm of working hours per week - no more than 40 hours. The same applies to those who work on the "six-day work", and all hours that the employee has worked in excess of the norm must be paid at an increased rate, even if such features of the schedule were indicated in the employment contract in advance.

Below we consider the situation when the employer is obliged to make additional payments for overtime work:

Nikanorova S.I. works in an organization where the work schedule is set 6 days a week, the day off is Sunday. Her working day starts at 09:00. 00 min. until 17 o'clock. 00 min. On Saturdays, she works from 10 a.m. 00 min. until 14 o'clock. 00 min. Thus, she works out her weekly norm of hours (40 hours) already on Friday. Her hours on Saturday are considered overtime, despite the fact that the organization's local documents indicate the working hours.

In accordance with the Labor Code of the Russian Federation, she should be charged monthly surcharges for work in excess of the norm, but the manager does not do this. Nikanorova S.I. appealed to the Trade Union with a complaint about the lack of additional payments, and after checking the body found that the actions of the head Nikanorova S.I. are illegal.

Thus, all hours exceeding the weekly norm (40 hours) are overtime and are subject to mandatory compensation in a higher amount than the scheduled work time on weekdays.

What regulatory documents and laws should be guided by workers working on a six-day week and employers planning to establish such a schedule:

  • "Production calendar for 2017";
  • Art. 100 of the Labor Code of the Russian Federation on working hours;
  • Art. 91 of the Labor Code of the Russian Federation on normal working hours;
  • Art. 111 of the Labor Code of the Russian Federation on holidays;
  • Art. 152 of the Labor Code of the Russian Federation on overtime work.

Is it possible to establish a six-day work week with one day off and how to do it?

The legislation does not make any prohibitions regarding the formation of a work schedule in organizations: managers can establish both five-day or shift, and irregular modes. However, it should be remembered that, regardless of the schedule, there is only one norm of working hours per week - 40 hours. The rest of the work on weekends is paid at double the rate.

In order to avoid errors in the calculation, each company must maintain a time sheet, which will indicate all employees and the days on which they worked or rested. At the end of the reporting period, this document is submitted to the accounting department, and on the basis of it, the salary is calculated for each employee.

If the enterprise was organized only recently, then the working hours must be reflected in internal documents:

  • collective agreement;
  • Employment contracts (at the conclusion with employees);
  • Rules of the internal labor schedule.

If the organization plans to switch from a five- to a six-day work schedule, it will either have to renegotiate employment contracts or draw up additional agreements to them. In any case, all documents must be properly executed and contain the necessary information, otherwise it will be considered a violation of labor laws.

Thus, when deciding to switch to a six-day work week, you need to consider several nuances:

  • Changes should be made only with the written consent of all employees (Article 72 of the Labor Code of the Russian Federation). The only exceptions are cases when it is impossible to leave the previous work schedule due to technical or organizational reasons: then only the decision of the head unilaterally is sufficient (Article 74 of the Labor Code of the Russian Federation);
  • The employer is obliged to notify his subordinates no later than 2 months before the transfer to a new mode of work, providing them with a notice to sign;
  • Additional agreements are concluded with employees who agree to the new schedule. Those who do not agree must be offered suitable vacancies, and in their absence or refusal, employees are subject to dismissal under paragraph 7 of Part 1 of Art. 77 of the Labor Code of the Russian Federation, and they will have to pay a severance pay equal to the amount of two weeks of average earnings.

Important! The duration of an uninterrupted weekly rest should not be less than 42 hours with a six-day work schedule. Consider the correct example of compiling a daily routine:

Davydova O.M. works as an accountant in a company. Her working days from Monday to Friday last from 08:00 to 08:00. 00 min. until 16 o'clock. 00 min. On Saturday, she works from 08:00. 00 min. until 12 noon 00 min. Thus, she has 44 hours to rest until Monday, and the employer does not violate the law.

What if the organization has a five-day schedule, but employees periodically have to go to work on their days off? In this case, it is not necessary to draw up an additional agreement to the employment contract, because this is not a permanent mode of operation, however, processing must be paid in any case. If desired, employees can use another option - ask their manager to provide time off, which is calculated at double the number of hours of processing.

How to calculate the norm of working hours with a six-day week of work with one day off: rules

There should not be any particular difficulties in calculating here - it is enough to remember that all time exceeding 40 hours per week must be paid accordingly. For calculation, you should use the time sheet, while the maximum duration of processing in one day cannot be more than 5 hours, even with an additional payment. What might be the exception:

  • The employee remains to work in the organization on his day off for more than 5 hours on his own initiative;
  • Exceeding the processing rate of 5 hours per day off is due to production needs, but this must be documented in case of verification.

If the organization has officially established a five-day week, but the employee had to go out on his day off, he can be compensated with a day off based on his application, which should contain the following information:

  • Name of the enterprise, full name director;
  • Essence: please provide another day of rest indicating a specific date for going to work on a day off (the date is also indicated);
  • Compilation date and signature of the employee requesting time off.

In some organizations, there is a practice according to which, if overtime is systematically allowed, employees are given time off without their applications. This is legally allowed, but such a condition must be reflected in the collective or labor agreement, or in the internal regulations of the enterprise.

As for vacations, the general calculation procedure is used here, regardless of what daily routine is set in the company. Their duration does not depend on the number of hours worked and must be at least 28 calendar days. An exception is the category of employees who are granted additional vacations: in this case, the duration of the vacation may be more than the norm regulated by the Labor Code of the Russian Federation.

The most important nuance in establishing a six-day working week is the correct execution of all documents reflecting the work schedule. If the employee initially got a five-day job, and after some time he had to switch to a six-day regime, and processing is not paid, he has the right to complain to the Trade Union or the State Labor Inspectorate, but collective complaints are most effective.

Working hours - the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, relate to working time.

Normal working hours may not exceed 40 hours per week.

The procedure for calculating the norm of working time for certain calendar periods (month, quarter, year), depending on the established length of working time per week, is determined by the federal executive body that performs the functions of developing state policy and legal regulation in the field of labor.

(Part three was introduced by Federal Law No. 157-FZ of July 22, 2008)

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

Article 92. Reduced hours of work

Reduced working hours are set:

for employees under the age of sixteen - no more than 24 hours a week;

for employees aged sixteen to eighteen years - no more than 35 hours per week;

for employees who are disabled people of group I or II - no more than 35 hours a week;

for workers employed in jobs with harmful and (or) dangerous working conditions - no more than 36 hours a week in the manner established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

(part one as amended by Federal Law No. 90-FZ of 30.06.2006)

The length of working time of students of educational institutions under the age of eighteen, working during the academic year in their free time, may not exceed half of the norms established by the first part of this article for persons of the corresponding age.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

This Code and other federal laws may establish reduced working hours for other categories of employees (pedagogical, medical and other employees).

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

Article 93. Part-time work

By agreement between the employee and the employer, part-time work (shift) or part-time work week can be established both at the time of employment and subsequently. The employer is obliged to establish a part-time working day (shift) or part-time working week at the request of a pregnant woman, one of the parents (guardian, custodian) who has a child under the age of fourteen (a disabled child under the age of eighteen), as well as a person exercising caring for a sick family member in accordance with a medical report issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

When working on a part-time basis, the employee is paid in proportion to the time worked by him or depending on the amount of work performed by him.

Work on a part-time basis does not entail any restrictions for employees on the duration of the annual basic paid leave, the calculation of seniority and other labor rights.

Article 94. Duration of daily work (shift)

The duration of daily work (shift) cannot exceed:

for employees aged fifteen to sixteen years old - 5 hours, for those aged sixteen to eighteen years old - 7 hours;

for students of general educational institutions, educational institutions of primary and secondary vocational education, combining study with work during the academic year, at the age of fourteen to sixteen years - 2.5 hours, at the age of sixteen to eighteen years - 4 hours;

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

for the disabled - in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

For workers employed in jobs with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum allowable duration of daily work (shift) cannot exceed:

with a 36-hour work week - 8 hours;

with a 30-hour work week or less - 6 hours.

The collective agreement may provide for an increase in the duration of daily work (shift) in comparison with the duration of daily work (shift) established by part two of this article for employees employed in work with harmful and (or) dangerous working conditions, subject to the maximum weekly duration of the worker. time (part one of Article 92 of this Code) and hygienic standards of working conditions established by federal laws and other regulatory legal acts of the Russian Federation.

(Part three as amended by Federal Law No. 90-FZ of June 30, 2006)

The duration of the daily work (shift) of creative workers of the media, cinematography organizations, television and video crews, theaters, theater and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with the lists jobs, professions, positions of these workers, approved by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations, may be established by a collective agreement, a local normative act, an employment contract.

(Part four was introduced by Federal Law No. 90-FZ of 30.06.2006, as amended by Federal Law No. 13-FZ of 28.02.2008)

Article 95

The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

In continuously operating organizations and in certain types of work, where it is impossible to reduce the duration of work (shift) on the holiday day, processing is compensated by providing the employee with additional rest time or, with the consent of the employee, payment according to the norms established for overtime work.

On the eve of the weekend, the duration of work with a six-day working week cannot exceed five hours.

Article 96. Night work

Night time is from 22:00 to 06:00.

The duration of work (shift) at night is reduced by one hour without subsequent working off.

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

The duration of work (shift) at night is not reduced for employees who have a reduced working time, as well as for employees hired specifically for work at night, unless otherwise provided by the collective agreement.

The duration of work at night is equalized with the duration of work in the daytime in cases where it is necessary for working conditions, as well as in shift work with a six-day working week with one day off. The list of the specified works can be determined by the collective agreement, the local normative act.

To work at night are not allowed: pregnant women; employees under the age of eighteen, with the exception of persons involved in the creation and (or) performance of works of art, and other categories of employees in accordance with this Code and other federal laws. Women with children under the age of three, disabled people, employees with disabled children, as well as employees caring for sick members of their families in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation , mothers and fathers raising children under the age of five without a spouse, as well as guardians of children of this age, may be involved in night work only with their written consent and provided that such work is not prohibited to them for health reasons in accordance with medical advice. At the same time, these employees must be informed in writing of their right to refuse to work at night.

(as amended by Federal Laws No. 97-FZ of 24.07.2002, No. 90-FZ of 30.06.2006)

The procedure for work at night of creative workers of the media, cinematography organizations, television and video crews, theaters, theater and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with the lists of works professions, positions of these workers, approved by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations, may be established by a collective agreement, a local normative act, an employment contract.

(as amended by Federal Laws No. 90-FZ of 30.06.2006, No. 13-FZ of 28.02.2008)

Article 97. Work outside the established duration of working hours

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

The employer has the right, in accordance with the procedure established by this Code, to involve an employee in work outside the working hours established for this employee in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, a collective agreement, agreements, local regulations, employment contract (hereinafter referred to as the length of working time established for the employee):

for overtime work (Article 99 of this Code);

if the employee works on irregular working hours (Article 101 of this Code).

Article 98 - Federal Law of June 30, 2006 N 90-FZ.

Article 99. Overtime work

(As amended by Federal Law No. 90-FZ dated June 30, 2006)

Overtime work is work performed by an employee at the initiative of the employer outside the working hours established for the employee: daily work (shift), and in the case of summarized accounting of working time - in excess of the normal number of working hours for the accounting period.

An employer may involve an employee in overtime work with his written consent in the following cases:

1) if necessary, perform (finish) the work that has been started, which, due to an unforeseen delay due to the technical conditions of production, could not be performed (completed) within the working hours established for the employee, if failure to perform (non-completion) of this work may lead to damage or loss of property the employer (including the property of third parties held by the employer, if the employer is responsible for the safety of this property), state or municipal property, or endanger the life and health of people;

2) during the production of temporary work on the repair and restoration of mechanisms or structures in cases where their failure may cause a significant number of employees to stop working;

3) to continue work in the absence of a replacement employee, if the work does not allow a break. In these cases, the employer is obliged to immediately take measures to replace the shift with another employee.

Engaging an employer of an employee to work overtime without his consent is allowed in the following cases:

1) in the performance of work necessary to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, industrial accident or natural disaster;

In accordance with Federal Law No. 417-FZ of December 7, 2011, from January 1, 2013, in clause 2 of part three of this article, the words "water supply systems, gas supply, heating, lighting, sewerage," will be replaced by the words "centralized hot water supply systems, cold water supply and (or) water disposal, gas supply systems, heat supply, lighting, ".


2) when performing socially necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of water supply, gas supply, heating, lighting, sewerage, transport, communications;

3) in the performance of work, the need for which is due to the introduction of a state of emergency or martial law, as well as urgent work in emergency situations, that is, in the event of a disaster or threat of disaster (fires, floods, famine, earthquakes, epidemics or epizootics) and in other cases, endangering the life or normal living conditions of the entire population or part of it.

In other cases, involvement in overtime work is allowed with the written consent of the employee and taking into account the opinion of the elected body of the primary trade union organization.

It is not allowed to involve pregnant women, workers under the age of eighteen, other categories of workers in overtime work in accordance with this Code and other federal laws. Involvement in overtime work of disabled people, women with children under the age of three years is allowed only with their written consent and provided that this is not prohibited by them for health reasons in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation. At the same time, disabled people, women with children under the age of three, must be familiarized with their right to refuse overtime work against signature.

The duration of overtime work should not exceed for each employee 4 hours for two consecutive days and 120 hours per year.

It is the employer's responsibility to ensure that each employee's overtime hours are accurately recorded.

Why do we need a production calendar for 2018 with a six-day work week? How many working days in 2018 with a "six-day"? What is the norm of working hours in this mode of operation in 2018? You can see the production calendar in this article.

General information about the production calendar

There are 365 calendar days in 2018. However, there are quite a lot of holidays in Russia. They are also joined by weekends (with a six-day working week - Sunday). How not to get confused and correctly distribute the norms of working time during the "six-day"? Moreover, if we are talking about accounting, then working days, holidays and weekends must be taken into account when calculating vacation pay, travel allowance and when reporting. For this, a production calendar for 2018 is being formed with a six-day working week.

Making a calendar for 2018

Article 112 of the Labor Code of the Russian Federation defines non-working holidays, and Decree of the Government of the Russian Federation of October 14, 2017 No. 1250 “On the postponement of holidays in 2018”. These regulatory legal acts are the basis for the formation of the production calendar for 2018 with weekends and holidays.

What does the Labor Code of the Russian Federation say about non-working days

Non-working holidays in the Russian Federation are:

  • January 1, 2, 3, 4, 5, 6 and 8 - New Year;
  • January 7 - Christmas;
  • February 23 - Defender of the Fatherland Day;
  • March 8 - International Women's Day;
  • May 1 - Spring and Labor Day;
  • May 9 - Victory Day;
  • June 12 - Day of Russia;
  • November 4 - National Unity Day.

Such a list of non-working holidays is fixed and does not change from year to year. It is enshrined in article 112 of the Labor Code of the Russian Federation.

What transfers in 2018 do not apply to the “six-day period”

Article 112 of the Labor Code of the Russian Federation provides that the postponement of days off is carried out in order to rationally plan working time in organizations and take into account the interests of various categories of citizens of the Russian Federation in creating conditions for a good rest. For these purposes, Decree of the Government of the Russian Federation of October 14, 2017 No. 1250 “On the postponement of days off in 2018” provides for the following shift of days off:

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Thus, in 2018 the following days off were postponed:

  • Saturday 6 January to Friday 9 March;
  • Sunday 7 January to Wednesday 2 May.
  • Also, to optimize rest time, we swapped weekends with working days (Saturdays will be working, and Mondays will be days off):
  • Saturday 28 April with Monday 30 April;
  • Saturday 9 June with Monday 11 June;
  • Saturday 29 December to Monday 31 December.

With a six-day working week, Saturdays are not days off, which means that these transfers are not provided for the six-day work week.

For those working on a six-day week, March 9, April 30, June 11 and December 31, 2018 will remain working days, since the transfer of days off to these dates is planned from Saturdays that coincided with non-working holidays, and for the "six-day" Saturday is not a day off.

In connection with the transfer of January 7 to May 2, employees with a six-day working week in 2018 will have two consecutive days off for the May holidays - May 1-2.

Shortened working days with a decrease in working hours by one hour in 2018 for workers on a six-day week will be February 22, March 7, April 30, May 8, June 11, November 3, December 31.

Production calendar for 2018 with a "six-day"

Here is the production calendar for 2018 with a six-day working week:

Next, we give a quarterly production calendar with a six-day working week (with weekends and holidays). Taking into account all the transfers, the production calendar for the six-day working week will look like this (pre-holiday days, when the working day is reduced by 1 hour, are marked with an asterisk*):

Reforming the education system affects almost all aspects of the lives of teachers and students, from the format of passing the USE to the schedule according to which certain educational institutions work. It's no secret that in Russia. As in many other countries, there are schools that operate on a 5-day schedule and schools that require attendance 6 days a week.

To be or not to be six days? Psychologists, teachers and scientists have been working on this issue for many years, but this topic is even more actively discussed in parental circles. Let's face it - not all parents like the prospect of getting up early on their legal day off to get their child to school, and even the need to adjust their personal plans, taking into account the work of the educational institution.

So what awaits us regarding five days in the 2018-2019 academic year? Let's figure it out.

Will six days be canceled anytime soon?

It is known that there are several petitions that have collected a large number of signatures asking for a revision of the school schedule with the established 6-day schedule. But even in the 2019 academic year, the work schedule of each individual school, whether it is a five-day or a six-day period, will be taken directly by the leadership of the educational institution.

It seems to many that the ministry is simply stubbornly unwilling to meet the demands of parents who have come out to fight for an extra day off for schoolchildren.

But is it? Is it really possible to take one order and permanently cancel working Saturdays for children and teachers? To understand the complexity of this problem, persistent parents would do better to study the law and the curriculum.

Why is there a six day period?

The need to use Saturday in most cases is dictated by the fact that even with a great desire it is impossible to distribute school subjects for students in grades 6-11 for 5 school days, given all the coefficients and sanitary requirements that exist for subjects.

Without delving into the intricacies of scheduling a large educational institution, I will give as an example the following rules:

  • mathematics, physics, languages ​​and some other disciplines should not be assigned to the first and last lessons;
  • subjects on which the perseverance of the child is especially important should not stand after physical education;
  • schoolchildren cannot be overloaded on one day (there are certain coefficients, the table of which is used by head teachers when scheduling);
  • subject teachers should not read more than 3 lessons in a row (this rule, of course, is often violated in our country);
  • subjects studied more than once a week should be placed at a certain interval.

These are just a few of the existing restrictions. Add to this the division of classes into 2 (and sometimes 3-4) subgroups and get an unsolvable problem. And this is not an exaggeration. Most automated scheduling services will really fail and ask which of the "important ministerial rules" to ignore.

Benefits of a six-day school week

  • properly distributed teaching load;
  • fewer lessons per day;
  • less homework, from day to day;
  • more opportunities for children to visit circles and sections;
  • the opportunity to start the working day a little later than schools with a 5-day week.

Cons of six days

  • an established negative attitude towards learning on the Sabbath;
  • absenteeism from classes without good reason and often with the knowledge of parents;
  • conflict with the beliefs of some faiths, where work and even study on the Sabbath is considered unacceptable;
  • holidays that fall on Saturday are not transferred, as for organizations with a five-day work week.

Myths about the six days

Is the 6th working day so terrible for a student?

In fact, not everything is so sad. The vast majority of educational institutions adhere to the following rules:


The right to choose

This problem is not typical for all schools. As a rule, it does not fit into the five-day schedule in gymnasiums, lyceums and specialized schools with in-depth study of certain subjects.

As a result, parents have to choose between the following options:

  • An ordinary comprehensive school in which the child will study for 5 days, but study all subjects at the "standard" level;
  • A specialized school or gymnasium with a 5-day week, where the child will have to sit through 8 lessons daily (and, accordingly, cook at home);
  • An educational institution with in-depth study of certain subjects, in which the child will have 6-7 lessons per day, but 6 days per week.

It is possible and necessary to find out what schedule awaits the child in the future at the stage of choosing a school. If high-quality competitive education is a priority, then the problem of working Saturdays is not as relevant as the quality of the teaching staff and the conditions in which the child will study.

Of course, a new question arises - is it possible, by adding hours for subjects of the profile cycle in specialized schools, to reduce the hours for disciplines that children who have decided on a profile will definitely not need? But this is a completely different topic, requiring a revision of the list of subjects of the variable and invariant component of national education.

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