How is an acting employee paid? Performing the duties of a temporarily absent employee

Everyone should rest. But an employee going on vacation should not disrupt the normal course of work of the organization. Therefore, while one is resting, the other performs all or part of his duties. How to register and pay extra work?

When substitution is combination

V.A. Vasilyeva, Lipetsk

In our organization chief engineer during the period the manager is in annual leave performs his duties along with his own. What is this: substitution or combination?

: In the Labor Code of the Russian Federation, replacement means a transfer to replace a temporarily absent employee. In this case, the employee is released from his work for the duration of the duties of another employee during his temporary absence in case of illness, vacation, or business trip. Payment for translation is made according to the work performed. Art. 72.2 Labor Code of the Russian Federation.

WE TELL THE MANAGER

One employee can be assigned performing the duties of several absent employees at once Art. 60.2 Labor Code of the Russian Federation.

In your case, we are talking about replacement in the order of combination. That is, during the working day, along with his job duties, the employee performs the duties of the position of a temporarily absent employee and Art. 60.2 Labor Code of the Russian Federation. The employee must be paid extra for the combination. The amount of the additional payment is determined by agreement with the employee, taking into account the volume or content of the additional work assigned to him. At the same time, the Labor Code of the Russian Federation does not establish either a minimum or maximum size such surcharge Art. 151 Labor Code of the Russian Federation.

Working two shifts in a row is not a combination

E.A. Magina, Tver

Our organization has a two-shift work schedule. One employee goes on vacation in July. Can we at this time entrust his work on a part-time basis to his replacement?

: No, you can’t do that. Firstly, this is not a combination, since the duties of an absent employee are supposed to be performed not during his working day, but at the end of it and Art. 60.2 Labor Code of the Russian Federation. Secondly, working two shifts in a row is prohibited. Art. 103 Labor Code of the Russian Federation.

Substitution on a non-working day according to the schedule is work on a day off

R.P. Sabinina, Penza

In our store, sellers work on a week-every-week schedule. In June, one of them went on vacation, the other works for him in his week and in his too. How to correctly calculate the amount of additional payment for replacement for the second?

: This is not a replacement, because the employee performs work for another employee on his days off. Moreover, this is not prohibited if the employee agrees Art. 113 Labor Code of the Russian Federation. But since this is work on the weekend, then it must be paid at least double the amount. Art. 153 Labor Code of the Russian Federation.

The director cannot temporarily transfer the right of second signature to himself

IN. Kravets, Samara

During the chief accountant's vacation, the director wants to distribute his responsibilities as follows: he himself will sign financial documents for the chief accountant, and the remaining duties will be performed by an ordinary accountant. How to format this correctly?

: As far as we understand, your director has the right of first signature, and the chief accountant has the right of second signature and pp. 7.5, 7.6 Central Bank Instructions No. 28-I dated September 14, 2006. However, you cannot transfer the signing authority to the director financial documents for the chief accountant during his vacation a. Therefore, during the chief accountant’s vacation, you need to apply for a new card at the bank, where the right to sign the second signature must be transferred to another employee.

WE TELL THE MANAGER

One employee of the organization cannot have simultaneously the rights of the first and second signatures and clause 7.9 of the Central Bank Instruction dated September 14, 2006 No. 28-I.

And with the accountant who will perform the remaining duties of the chief accountant, you need to conclude an additional agreement to the employment contract, which establishes an additional payment for combining Articles 60, 60.2, 151 of the Labor Code of the Russian Federation. After this, an order must be issued granting him the responsibilities of the chief accountant, with the exception of the right to sign financial documents.

A replacement order is needed if the manager does not have a deputy

A.N. Mironova, Kostroma

Is it necessary to issue an order to transfer the powers of the general director during vacation if we have a bunch of employees who, by proxy, sign documents for the general director?

: Yes, it is necessary if your organization does not have the position of Deputy General Director.

Giving an employee the right to sign documents does not indicate that in the absence of the director he is exercising his powers to manage the organization.

That's why general manager must appoint one of the employees by order to exercise his powers.

If the chief accountant performs the duties of a cashier, you need to register a combination

E.M. Radko, Krasnodar

The cashier is going on vacation. During this time he will be replaced chief accountant, whose responsibilities do not include replacing the cashier. How to properly arrange a replacement in this case?

: During the cashier’s vacation, you need to:

• conclude with the chief accountant:

An additional agreement to the employment contract on the performance of the duties of a cashier, in which an additional payment should be established, and, if you consider it necessary, include a condition on full financial responsibility. Articles 60, 60.2, 151 of the Labor Code of the Russian Federation;

Agreement on full financial responsibility clause 2, part 1, art. 243, Art. 244 Labor Code of the Russian Federation;

• sign an order from the manager about the chief accountant combining the position of cashier.

Before transferring cases from the cashier to the chief accountant for the accounting department, you need to conduct an inventory of the cash register. clause 2 art. 12 of the Law of November 21, 1996 No. 129-FZ.

The deputy chief accountant may not be paid extra for combining

L.Yu. Abashkina, Belgorod

The employment contract with the deputy chief accountant states that he performs the duties of the chief accountant during his temporary absence. In the employment contract itself and in internal documents The company does not provide any additional payment for this to the deputy. Can we not pay the deputy extra, given that the volume of his work during the chief accountant’s vacation increases significantly? Are we doing the right thing in not issuing orders to assign the duties of the chief accountant to his deputy during vacation?

: Temporary performance of the duties of the chief accountant is included in the scope of job responsibilities his deputy, which means it is already taken into account when setting his salary Letter of the Ministry of Health and Social Development dated March 12, 2012 No. 22-2-897. Therefore, the deputy does not have to pay extra for the combination. Although if the volume of work during the chief accountant’s vacation increases significantly, then you can set additional payments from Art. 151 Labor Code of the Russian Federation.

You are doing the right thing in not issuing an order to the deputy chief accountant, because he automatically performs the duties of his boss during his vacation.

If during the temporary absence of the chief accountant the deputy has the right to sign financial and primary documents, invoices, etc., then the chief accountant must give his deputy a power of attorney for this Art. 185 Civil Code of the Russian Federation.

The boss can be paid extra for performing the duties of a subordinate

P.A. Grigorieva, Yaroslavl

Is it possible to make an additional payment to a boss who performs the duties of his subordinate while on vacation?

: The boss is a worker like everyone else. Therefore, the issue of establishing additional payment to the boss for performing the duties of a subordinate during vacation is resolved by agreement and Art. 151 Labor Code of the Russian Federation. In addition, this is not currently prohibited by law. subp. “a” clause 15 of the Resolution of the Council of Ministers of the USSR dated 12/04/81 No. 1145 (lost in force from 03/10/2009 due to the adoption of Government Resolution No. 216 dated 03/10/2009).

You can establish any procedure for determining the amount of additional payment for combination

L.B. Kobzeva, Bryansk

A piecework worker, along with his own work, also performed the work of a salaried employee who was on vacation. How to properly pay him for additional work?

: In the Labor Code of the Russian Federation there are no rules for determining the amount of additional payment for combination Art. 151 Labor Code of the Russian Federation. Therefore, by agreement with the pieceworker, you can establish the amount of additional payment taking into account the volume of work performed, for example, in a fixed amount or as a percentage of the salary of the replaced employee.

The amount of additional payment to a part-time worker is not limited by his salary

Yu.I. Chashkina, Ivanovo

Works in our organization external part-time worker. According to the order, he replaced the absent main employee on a part-time basis for 10 working days in June. The salary of a part-time worker based on half the salary is 5,500 rubles. Salary for a combined position - 14,000 rubles. How to correctly calculate his additional payment: from the full salary or from half (since this is a part-time job), if the amount of the additional payment is set at 50% of the salary for the combined position?

: The fact that a part-time worker, taking into account the time worked, receives half the salary for his main job, has nothing to do with the amount of additional payment for the part-time job. Therefore, if the amount of the additional payment is set as a percentage of the salary for the combined position, then the additional payment must be calculated from the full salary of the absent employee.

STEP 1. Calculate the amount of additional payment per day: 14,000 rubles. x 50% / 20 days. (number of working days in June according to production calendar) = 350 rub.

STEP 2. Determine the amount of additional payment for 10 working days: 350 rubles. x 10 days = 3500 rub.

STEP 3. Determine the part-time salary for June, taking into account additional payments: 5,500 rubles. + 3500 rub. = 9000 rub.

The duties of the employee are performed by his deputy.

If such a staff position is not provided, and the work must continue, the functions of the vacationer can be transferred to another employee.

The Labor Code provides for two options for temporarily assigning someone else’s duties to another employee:

• combination;
• temporary transfer.

Combination according to the norm of Article 60.2 of the Labor Code means additional work:

• in his own profession or position;
• for another position or profession.

For example, a secretary can perform the duties of a personnel officer simultaneously with secretarial work, and vice versa.

A temporary transfer under Article 72.2 of the Labor Code involves releasing an employee from his main job and assigning him the functions of another employee during the vacation. For example, one of the clerks is temporarily transferred to the position of secretary.

The Labor Code does not provide for any other replacement options. Moreover, an oral agreement has no legal force, since all changes in the relationship between the director and subordinate, including responsibilities and additional payments, are formalized in writing.

In the case of an oral agreement, the director will not be able to hold the substitute accountable for poor work, and the employee may be left without additional pay.

Combination

If an employee is temporarily assigned someone else's duties, his consent is required. In this case, both the scope of work and the size must be agreed upon and indicated in the document.

Additional work can be performed during the main working hours replacement worker.

Important: the temporary combination agreement can be terminated without specifying reasons at the initiative of the director or replacement employee, but with a warning of 3 working days.

Surcharge

According to the norm of Article 151 of the Labor Code, the combination is paid by agreement. No instructions for calculating surcharges or indicating specific amounts are contained in any legal act.

That is, whatever amount of money the parties to the agreement (director and replacement employee) agree on, that much will be accrued, of course, minus personal income tax.

Registration

Article 60.2 of the Labor Code begins with the words “with the written consent of the employee.” This means that the employee who agreed to take over additional features, must confirm his consent in writing.

The combination can be formalized by means of an additional agreement to the employment contract.

All agreements are drawn up according to the same scheme as employment contracts. That is, the inclusions must be present:

• designation of the employer (name of the company, person authorized to sign the contract with reference to the charter or power of attorney);
• information about the employee (name, profession, position, department, address);
• essence of the agreement.

The text of the additional agreement may be as follows: “The employee and the employer agreed that the employee undertakes in the period from 07/01/2016. to 08/29/2016 in addition to his main duties, perform the functions of a secretary (job description attached). For combining professions, an employee is paid an additional payment to his salary in the amount of 22,000 rubles.”

Based on the signed agreement, a combination order is issued, which states:

• what positions or professions the employee will combine;
• for what period is the combination established;
• what additional payment will be made?

Upon expiration of the agreement, it becomes invalid, that is, the employee is not required to perform additional work, and the director does not have to pay for the combination.

Temporary transfer

Substitution by translation is made again by agreement. But, unlike combination, during transfer the employee will perform only the work duties of the replaced employee, but not your own.

In this case, the employee’s consent to the transfer does not matter, that is, he will be obliged to perform someone else’s duties in the following circumstances:

• if a catastrophe, accident or natural disaster occurs;
• the population or part of it is threatened by epidemics, famine or the consequences of accidents;
• failure to complete the work threatens downtime or destruction of the property of the company or its contractors.

Payment

According to the norm of Article 72.2 of the Labor Code, payment for the result of the transfer is made in proportion to the function performed. At the same time, the salary of the replacement employee should not be less than what he receives in his main place.

If there is an agreement between the parties, then the replacement employee is paid sum of money specified in the agreement, minus personal income tax.

Registration

Since Article 72.2 of the Labor Code is still obliges to sign an agreement for a temporary transfer; if the transfer does not take place without consent, then again an additional agreement is drawn up to the employment contract.

The text of the additional agreement will be something like this:

“The employee and the employer agreed that the employee in the period from 07/01/2016. to 08/29/2016 during the vacation of secretary Ivanova T.T. transferred to the position of secretary (job description attached). For performing secretarial duties, the employee is paid a salary of 15 thousand rubles.”

Based on an additional agreement or in a situation where the employee’s consent to the transfer is not required, a transfer order is drawn up. You can issue an order on form T-5. This form is not required for use, but can be used.

The order must indicate the following information:

• about the company (name and mandatory codes);
• about the employee (full name, position and department);
• previous place of work;
• new workplace;
• transfer period (temporarily);
• salary amount at the time of transfer.

The order must be endorsed by the director of the company and signed by the replacement.

Substitute manager

The director is also an employee of the organization, and also has the right to leave. If the director has a deputy, then he will be the one who will be able to perform duties during the director’s leave. This should be indicated in the job description, because that is why he is a deputy, to temporarily replace.

If there is no deputy, you will have to publish. The order states:

• basis for replacement (vacation);
• Full name and position of the substitute;
• replacement period;
• surcharge.

Any other manager can replace the director, for example:

• chief engineer;
• HR Director;
• financial director etc.

Nuances

When deciding on the temporary replacement of an employee, HR officers make many mistakes. To avoid violations labor legislation, and therefore fines, you need to take into account some points, for example:

• A shift worker cannot replace a colleague if his work will be performed for two shifts in a row (violation of Article 103 of the Labor Code);
• if shifts do not occur in a row, but for example, a week after a week, then payment for replacement must be made according to Article 153 of the Labor Code - in double the amount (after all, the work of the deputy will be carried out in his legal capacity);
• if the duties of the employee being replaced are related to the maintenance of valuables, then the replacement is drawn up;
• the duties of a vacation worker cannot be “scattered” among employees; one employee can replace the duties;
• if the term for combining positions under the agreement has expired, but the employee is still combining positions, the agreement becomes permanent (that is, the employee will fill the position indefinitely).

The employee is entitled to additional payment for performing the duties of the absent department head.

In accordance with Art. 60.2 of the Labor Code of the Russian Federation, with the written consent of the employee, he may be entrusted with performing additional work during the established duration of the working day (shift), along with the work specified in the employment contract. In particular, in order to fulfill the duties of a temporarily absent employee without release from work specified in the employment contract, the employee may be assigned additional work in either another or the same profession (position) (Part 2 of Article 60.2 of the Labor Code of the Russian Federation). When performing the duties of a temporarily absent employee without release from work specified in the employment contract, the employee is paid additionally (Part 1 of Article 151 of the Labor Code of the Russian Federation).

According to Art. 57 of the Labor Code of the Russian Federation, the condition of labor function(work according to position in accordance with staffing table, profession, specialty indicating qualifications; specific type of work entrusted to the employee) is prerequisite employment contract. The Labor Code of the Russian Federation does not contain any mention of job descriptions. At the same time, as noted Federal service on labor and employment in letter No. 3042-6-0 dated 08/09/2007, the job description is an integral tool for regulating labor relations, namely a document defining tasks, qualification requirements, functions, rights, duties, responsibilities of the employee. Thus, in addition to indicating a specific job function directly in the employment contract, its content can be detailed in the job description.

If the employee is required to perform the duties of a department head during the latter’s absence job description, A employment contract contains a reference to the job description, then, in our opinion, the conclusion of such an employment contract can be regarded as the employee’s written consent to perform this additional work, if necessary, for the entire period of validity of the employment contract. Accordingly, there is no additional requirement to obtain the employee’s consent in such a situation.

At the same time, as follows from Art. 60.2 and 151 of the Labor Code of the Russian Federation, the employee and the employer must come to an agreement not only on the issue of performing additional work, but also on the issue of payment for such work.

Note that in practice, some employers believe that if the job description, which is referred to in the employment contract, provides for the performance of the duties of a manager in his absence, there is no need to make additional payment for the performance of the functions of an absent manager during his absence.

We believe that this is due to the fact that before the Labor Code of the Russian Federation came into force, issues of remuneration for the so-called “full-time deputies” were regulated, among other things, by the provisions of the clarification of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated December 29, 1965 No. 30/39 “On the procedure for paying temporary substitutions” , approved by Resolution of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated December 29, 1965 No. 820/39 (hereinafter referred to as the Explanations). Paragraph 1 of the Explanations regarding the heads of structural divisions of organizations and full-time deputies, additional payment for the performance of duties without release from the main job was prohibited. However, the Supreme Court of the Russian Federation invalidated the relevant provisions in the part prohibiting the payment of the difference between official salaries an absent employee and a full-time deputy or assistant replacing him (determination dated March 11, 2003 No. KAS03-25). Cassation Board Supreme Court The Russian Federation indicated that the provisions of the Clarification do not comply with current legislation, since they allow payment wages for the work performed during the absence of the manager, not in accordance with the amount of work performed and the complexity of the work, which contradicts, in particular, the norms of Art. 21 and 151 of the Labor Code of the Russian Federation. The court explained: “It is quite obvious that the complexity of the work and the amount of work performed by a full-time deputy or assistant of an absent employee (in the absence of a deputy position) ... during the absence of the replaced employee is much higher than during the period when the brought employees perform the work with a working manager.” .

Therefore, if the employment contract concluded with the employee does not establish the amount of additional payment for performing the duties of the head of the department during his absence, concluding an agreement with the former, in our opinion, is necessary. This agreement must reflect the scope of specific additional work, its content, and the amount of additional payment. Primary personnel document in such a situation, there will be a manager’s order issued on the basis of an employment contract or agreement, which assigns responsibilities to the employee to perform additional work, indicating the amount of additional payment for such work and the timing of its completion. Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1, the application of which was mandatory until this year, does not establish a form for an order to assign additional work to an employee. Therefore, such an order can be issued in any form.

Life circumstances and the Labor Code often provide for the possibility of an employee being legally absent from work for a long time. For example, an employee is in next vacation, is undergoing scheduled training, has been ill for a long time or has gone on a long business trip - all this time he cannot perform his main duties. However, it is not always possible to simply leave work for a specified period of time; more often, its termination is unprofitable, and then the employee needs a temporary replacement.

• How to register as a temporary temporary fulfillment of the duties of an absentee legally employee?
• How are such activities paid for?
• What points should not be overlooked?

Let us consider all these issues below and also help in drawing up the appropriate order.

Acting Acting Person according to the Labor Code of the Russian Federation

Labor Code Russian Federation in Art. 60.2 talks about combining professions, increasing the number of assigned labor functions, expanding the zone of influence, and also separately notes issues related to the performance of the duties of an employee who is temporarily absent, but not released from work under an employment contract. This article was introduced into the Labor Code on the basis Federal Law dated June 30, 2006 No. 90-FZ.

Art. 151 of the Labor Code of the Russian Federation allows employees to agree to additional work offered to them in addition to their main responsibilities for an increase in pay.

Personnel officers usually mean Acting performance of additional labor functions along with the main responsibilities in accordance with the signed employment contract, both for the same and for another position, providing additional remuneration.

Reasons for introducing an employee as an interim employee

An employee's absence from work when a temporary replacement is required can be caused by various reasons:

• any leave (annual, maternity, at your own expense, for training, etc.);
• business trip;
• sick leave;
• assignment of public or government duties(election commission, serving as a juror, etc.);
• any other circumstances of absence from work, including those that have not been clarified.

Three things without which VRIO is impossible

In order for the replacement of an employee to be legal, three conditions must be met simultaneously.

1. Written agreement of the parties. Without the written consent of the employee (additional agreement), the employer cannot involve him in replacing another employee.
2. Organizational order. Any replacement option must be formalized by order of the head of the institution, carried out in the usual manner.
3. Assignment of additional payment for additional work. The temporary replacement must be paid in addition to the regular remuneration of the employed employee. The amount is not specified by law; it can be calculated in any way convenient for the employer and to which the employee agrees.

NOTE! The employee’s signature confirming familiarization with the order does not constitute a legal basis for issuing a replacement. An additional document is also required that specifically formalizes the consent of both parties, that is, both clauses 1 and 2 must be available, without excluding or replacing each other.

Temporary replacement options

The Labor Code of the Russian Federation provides the employer with a choice of several possible ways to involve an employee in temporary work additional responsibilities.

1. On your own. Using the company's own resources, it is possible to assign additional labor functions to a willing and suitable permanent employee. An important nuance should be taken into account:
   • If an employee has been assigned to perform exactly the same but additional duties in addition to his position, such replacement will be carried out within the framework of expanding the service area or increasing the volume of work;
   • if an employee takes on responsibilities associated with another position, we will talk about internal alignment.

IMPORTANT! The employer should soberly assess the employee’s ability to perform additional work outside of his main position.

2. Translation on time. An employer can temporarily or even permanently change the job function of an employee called upon to replace an absent one (Article 72 of the Labor Code of the Russian Federation). You can change your position and/or structural unit to the one in which the employee in need of replacement worked.

PLEASE NOTE! In normal situations, the period for such a transfer within one organization usually does not exceed a year. But in cases specified by law, for example, when transferring to maternity leave, this period may be extended.

3. Moving. It can be applied if, as a result, the terms of the employment contract previously signed by the employee do not change (in this case, even his consent is not required). Thus, you cannot transfer to another location, to a different salary, etc., but you can, for example, transfer an employee to another machine, to another workshop, etc.

CHECK! If the employment contract clearly states the structural unit where the employee must work, then it is no longer possible to transfer him to another, even to an identical position, without his consent, since the terms of the contract change.

4. Help from outside. If you cannot additionally load “your” employee, you can invite new personnel to temporarily replace you. Part-time job(internal or external) can be applied if a new employment contract is concluded, but in this case we are not really talking about temporary employment contract. A more universal way would be to conclude fixed-term employment contract(Article 58 of the Labor Code of the Russian Federation).

IMPORTANT TO REMEMBER! The validity period of such a clause cannot be indefinite; it will have to indicate either a specific date or the circumstances of its termination (usually indicate “until the departure of the main employee”).

Acting is not a part-time job!

Confusion may arise, since temporary replacement of an employee and part-time work have a common feature - both of these types of additional workload are performed by the employee, who at the same time must ensure that his main work is also completed.

Differences are as follows:

• The Labor Code regulates these types of additional employment in different articles: part-time work is discussed in Art. 44 of the Labor Code of the Russian Federation, and VRIO - Art. 60;
• with part-time work, additional duties must be performed during times not occupied by the main work, and with temporary work, this occurs in parallel within the same working day or shift;
• for part-time work, a new employment contract is required; for temporary employment, written consent is sufficient;
• termination of a part-time job occurs only with the termination of the corresponding contract or the expiration of its term, and for temporary employment, cancellation is possible at any time (with a 3-day warning), both from the employer and the employed employee.

How to draw up an order for an interim

The specifics of the wording in the order depend on the chosen method of substitution. In general, an order for an enterprise must contain the following data:

• the names of the main position and the one accepted as part of the replacement;
• deadlines for completing additional work;
• the reason for the absence of the replaced employee, if established;
• basis for registration of replacement (number of the concluded additional agreement);
• the amount of the assigned additional payment;
• signatures of the parties on familiarization and agreement with the order.

An example of an order for the temporary replacement of an absent employee

Limited Liability Company "Perekrestok"

ORDER No. 14-7

On the assignment of additional responsibilities in order to combine positions

Due to the absence of senior economist Zarubina E.L. due to passing additional training with separation from proceedings on the basis of Art. 60.2 and 151 Labor Code of the Russian Federation

I ORDER:

1. Instruct economist O.D. Rubinshtein to performing, during the established working day, along with his main duties determined by the pood contract, additional labor functions at the site of Zarubina E.L. as part of expanding the service area.
2. Set for Rubinshtein O.D. additional monthly remuneration for performing duties beyond the basic ones in the order of combination in the amount of 75% of the salary of E.L. Zarubina.
3. Determine the period for increasing the volume of work by Rubinshtein O.D. from 02/13/2017 to 03/25/2017

If one of the employees is temporarily absent from the workplace for any reason, the employer may involve another employee to perform his duties (with his written consent - Article 60.2 of the Labor Code of the Russian Federation).

It is usually necessary to replace a temporarily absent colleague in the following situations:

• in case of illness;
• if he is on vacation (both on leave for the birth of a child, and on planned annual, educational and other leaves);
• for the duration of a business trip or for a period of advanced training;
• in case of suspension from work (for example, the employee did not undergo the necessary medical examination);
• in the event that an absent employee performs state or public duties.

If an employee is not released from performing his main job, but receives an additional burden in the form of performing the duties of an absent colleague during his working hours, he is given an additional payment for the combination (that is, additional remuneration). The period during which the employee will replace his colleague, as well as the amount of work performed, and other details must be agreed upon in the additional agreement to the employment contract.

Additional payment for performing the duties of a temporarily absent employee

Please note that letters from the Ministry of Health and Social Development No. 22-2-897 dated March 12, 2012 and Rostrud dated May 24, 2011 No. 1412-6-1 stated that in some cases payment for performing the duties of a temporarily absent employee may not be established. Thus, the obligation to “replace” an absent colleague with similar responsibilities may be provided for in the employee’s job description, being one of labor responsibilities employee. In this case, the employer has the right not to establish any additional payments at all. But this approach directly contradicts Art. 151 of the Labor Code of the Russian Federation, which provides for mandatory additional payment when performing the duties of a temporarily absent employee without release from the main job.

It is always necessary to establish an additional payment for employees temporarily working “for two”, especially in cases where the workload increases significantly. For example, additional payment for performing the duties of a boss. When a deputy department head temporarily replaces his manager, the amount of work he performs may increase significantly, for example, if the manager is absent during the high sales season.