Remote work location. Remote work - how to draw up an employment contract without tax quibbles

Other Remote workers typically incur certain costs associated with performing labor responsibilities . Including in connection with the use of personal property for these purposes. Can an employer reimburse its employee for such expenses? What problems does this arise? If we turn to Articles 188 and 310 of the Labor Code of the Russian Federation, we can conclude that the parties employment contract have every right to independently determine the procedure for reimbursing such employee expenses. Moreover, the amount of compensation must correspond to the degree of wear and tear of the property owned by the employee. The Russian government makes one exception to this rule: depreciation of an employee’s car. If the parties to the employment contract decide to stipulate in this document other grounds for reimbursement of the employee’s expenses, then in accordance with letters from the Ministry of Finance of Russia dated April 11, 2013 No. 03-04-06/11996, the availability of relevant documents will be required that will confirm the presence of wear and tear on the property, but ( attention!) with differentiation of the degree of wear and tear for the use of property for work and personal purposes. Thus, tax authorities have certain opportunities to challenge such compensation. Those expenses of an employee that are difficult to differentiate according to their purposes may become controversial: to separate depreciation as a result of using property for personal needs from depreciation when the owner performs his duties professional responsibilities . For example, any employee can use Internet access both for personal purposes and for professional activity

Are “remoteness” and “isolation” the same thing?

For tax purposes, it may matter where the employee works; can the place where he performs his work duties be considered a separate division of the enterprise? As a general rule, remote workplace cannot be considered a structural unit. sets out the requirements for a stationary workplace. When remote work There is no fixed place. And if there is no workplace, then, therefore, there is no separate place of work. The same thing, but in different words, is stated in paragraph 2 of Article 11 of the Tax Code of the Russian Federation. It says that the organization's activities should be carried out in a separate unit. The work of an individual home worker does not meet this definition. But there is one exception, which follows from letters from the Ministry of Finance of Russia (dated 05.23.13 No. 03-02-07/1/18299 and dated 03.18.13 No. 03-02-07/1/8192), and is confirmed by judicial practice: location of implementation labor activity on remote access (homework) may in some cases be recognized a separate division organization, if the employer creates stationary jobs for such employees for a period of at least a month.

Is being a homeworker in the office a business trip?

An employee performing his duties remotely visited in connection with the performance labor function your employer's office. Is it possible to say that he is on a business trip and, accordingly, to pay his travel expenses? The Ministry of Finance of Russia has repeatedly (see letters dated 01.08.13 No. 03-03-06/1/30978, dated 08.08.13 No. 03-03-06/1/31945, dated 14.04.14 No. 03-03-06/1/ 16788) gave a legal interpretation of articles , , and 312.1 of the Labor Code of the Russian Federation. These documents expressly state that all warranties labor legislation, including those related to the employee’s stay on a business trip, including reimbursement of expenses incurred in connection with the trip, such as travel and accommodation, as well as daily allowances, also apply to those who perform their work function remotely, remotely, or at home the method of fulfilling the duties specified in the employment contract. At the same time, there is a conflict of labor legislation that arises when interpreting the provisions of Art. 209 of the Labor Code of the Russian Federation. Tax authorities sometimes believe that since the homeworker's place of residence may be considered the place of residence (and for those who work remotely, the place of work may not appear in the employment contract at all), then the payment of expenses in connection with travel to the head office and accommodation in foreign location may be made in accordance with the provisions of Article 188 of the Labor Code, but not as payment for the expenses of a posted employee. In cases where the place of remote work and the location of the head office coincide within the same locality, such a point of view will most likely be supported by the court in a controversial case.

How to correctly account for the results of remote work as expenses in the form of salary

There are two polar points of view on this matter, since there is a certain competition between labor and tax legislation. Let us outline both positions that can become the basis for resolving disputes in court. One of the key principles of labor legislation is the prohibition of discrimination against certain categories of workers. That is, you cannot demand from remote employees of the organization what is prohibited in relation to office workers. And the specifics of the working conditions of remote workers are enshrined in the Labor Code of the Russian Federation. Going beyond these limits will mean discrimination.

Article 312 of the Labor Code of the Russian Federation. General provisions(extraction) Remote work is the performance of a labor function determined by an employment contract outside the location of the employer, its branch, representative office, other separate structural unit (including those located in another locality), outside a stationary workplace, territory or facility directly or indirectly under the control of the employer, provided use of public information and telecommunication networks, including the Internet, to perform this job function and to carry out interaction between the employer and employee on issues related to its implementation. Remote workers are considered to be persons who have entered into an employment contract for remote work. Remote workers are subject to labor legislation and other acts containing standards labor law, taking into account the features established by this chapter. If this chapter provides for the interaction of a remote worker or a person applying for remote work, and the employer through the exchange of electronic documents, enhanced qualified electronic signatures a remote worker or a person applying for remote work, and an employer in the manner established by federal laws and other regulatory legal acts Russian Federation. Each party to the said exchange is required to send in the form electronic document confirmation of receipt of an electronic document from the other party within the period specified in the employment contract for remote work.

The general rule is that the costs incurred by the employer to pay employees are confirmed by the relevant provisions of employment contracts and job descriptions. Consequently, no additional reports or other evidence of the employee fulfilling his job duties. In this regard there is also arbitrage practice(see, for example, the resolution of the Federal Arbitration Court of the North-Western District dated 04/17/13 No. A13-6626/2012). At the same time, clause 1 of Article 252 of the Tax Code of the Russian Federation states that expenses (including wages) require documentary evidence. For office workers, such confirmation is provided by personnel records, including information on how much time the person actually worked. And established in Art. 312.4 of the Labor Code of the Russian Federation, the right to independently determine the working hours for those who work remotely does not at all cancel the employer’s obligations to record the actual time worked. Since there is no corresponding data for the “remote workers,” please provide other evidence. There is no discrimination, but only a forced reflection of the specifics of this type of labor relationship. One way to solve this problem is to stipulate methods for recording time worked directly in the employment contract. As such methods, you can use printouts of control tests. telephone conversations. This is not a troublesome matter, but it will help in the future to save the employer from unnecessary disputes with the tax authorities.

- Article 312.1 Labor Code

The Labor Code includes the term “remote work”. This is an ordinary job under an employment contract, only without being tied to the employer’s office.

Imagine that there are two accountants. Maria works at the Zyablik company and goes to the office. She is an office worker. And Elena - she does everything the same, only from home. She is a remote worker.

There are no restrictions in the Labor Code on which employees can be hired to work remotely and which cannot. Therefore, if conditions allow, take anyone: an accountant, a lawyer, a marketer, a sales manager.

Working conditions are the same as for office employees

According to the Labor Code, remote employees work like “full-time employees on general principles" In practice, this means that the employer:

• gives leave;
• pays sick leave;
• pays extra for overtime or work on holidays;
• pays daily allowance and reimburses business trip expenses;
• investigates accidents that occur during the working day. Let's say an employee falls in the office and breaks his leg. The employer is obliged to find out the cause of the fall and, if the employer is at fault, to compensate for the damage. The same thing with a remote employee. An accountant works from home and falls while preparing a report - the employer finds out what happened;
• provides equipment and programs for work or compensates if the employee has everything of his own. To work, you need a computer, a phone, and licensed Photoshop. If the employee has everything of his own, the employer pays compensation.

The general rule is this: the employer does the same for a remote employee as for an office employee. If anyone thought about saving money on this, it won’t work.

Without a work book, but with an electronic signature

The rules for registering a remote employee are almost the same as registering an office one. The list of documents is the same:

• personal documents of the employee. This is a passport, insurance certificate and educational documents, if necessary;
• documents on working conditions. Typically these include a job description, labor protection instructions, regulations on personal data and trade secret;
• employment contract;
• The order of acceptance to work.

There are two differences compared to office employees. First - employment history. According to the Labor Code, the employer is not obliged to fill it out for a remote employee, only if he asks. A request is a statement from an employee with his signature.

Another difference in paperwork is It is not necessary to meet to sign documents. There are two ways to do this. The first is through Russian Post or courier. The employer sends two copies of the employment contract and documents on working conditions, the employee signs and sends one copy back. This is how he shows that he has seen everything and agrees with everything.

Another way to take on remote work is to sign documents remotely. But here, as always, there is a catch. There are companies that believe that remotely is when an employee receives an employment contract by email, prints it out, signs it, scans it and sends the scan by mail. This is not true for remote work.

How to get an electronic signature

To hire a remote employee, he and the employer must sign an employment contract, and the employee must show that he has seen documents about working conditions. For example, a job description and a provision on trade secrets. To do this, you will need the employee's electronic signature.

An electronic signature, or ES, is a replacement for a handwritten signature for electronic documents. She confirms that it was Maria Mashkina who signed the agreement, and not someone else. Receiving an electronic signature may take a week and three thousand rubles.

The Labor Code does not indicate who pays for obtaining a signature and generally does this. Usually the employer does this for the employee: he hires ten employees and pays for ten signatures. However, you cannot force an employee to sign at his own expense.

If an employee signs up by email. signature, a paper version of the contract is still needed. In this case, the employer sends the contract by registered mail. Delivery time: three calendar days from the date of signing.

My advice is to sign the agreement at a meeting or via electronic signature. According to the law, an employee has no right to work without signed documents, and shipping takes time. There is also a risk that the employee will forget to send a copy of the documents, the employer will forget about this, and the company will be left without documents.

Remote work format

In an employment contract, the employer and employee agree on everything: how long the employee works, how he receives tasks and reports, what equipment he will use.

An employment contract for a remote employee is not much different from a regular one. I'll tell you about the features. The first thing that should be in the contract is the work format. This seems obvious, but I have seen employment contracts that did not include the word “remote,” even though they were talking about remote work. A suitable phrase would be:

The employee performs work remotely. The start date for remote work is November 21, 2018.

If the contract does not contain a work format, labor inspection Questions may arise as to why the employee is in another city or working from home.

Place of work or place of contract

According to the labor code, the place of work is a mandatory condition of the contract. You can write the employee’s home address or any other address where he visits.

The quantity depends on the region of work vacation days and salary supplement. The place of work for remote employees is the location, as the Ministry of Finance says in its letter and the Labor Code.

Accountant Maria works from home, her house is in Yakutsk. Her vacation is 52 days:

28 days - compulsory vacation,

24 days - additional for work in the Far North.

If an employee changes cities, for example, lives either in Moscow or in Yakutsk, it is not clear how to calculate vacation and additional pay. To avoid disputes with the employee, I suggest writing not “place of work”, but “place of conclusion of the contract”. Such a place could be the city where the employer sits.

Reasons for dismissal

A remote employee can be fired in the same way as an office employee if he violates working conditions.

Is it possible to fire an employee for absenteeism?

Secretary Elena was supposed to work for five days, but missed three of them. The Labor Code calls this “failure to fulfill labor duties.” For a violation, the company has the right to dismiss under article 81, paragraph 6, subparagraph “A”.

In practice, you won’t be able to get fired for one absence, but for several absences, yes.

In order to have evidence of violation of the conditions, I advise you to write down the main conditions in the contract. For a remote employee this is:

• work schedule and duration. I recommend setting the total working time to 40 hours per week;
• at what hours is the employee on call and how does he show that he is in touch. In the contract we write that the employee responds by telegram at least once an hour, except during lunch. On Mondays there is a planning meeting. If an employee fails to contact you without warning, this may be considered absenteeism.
• how an employee receives tasks. For example, “The employee’s manager sends work assignments and necessary information to carry them out on email [email protected]»;
• how it reports.“The employee sends work results to the employer’s email [email protected]. The deadline is in the official assignment”;
• additional reasons for dismissal. For example, “if an employee does not complete tasks on time and does not have a valid reason, the employer has the right to issue a reprimand followed by termination of the contract. List good reasons- in Appendix No. 1."
• equipment and compensation. In the contract you write what the employee will need for work; he buys the necessary things himself or at the expense of the employer. Example wording: “The employee uses his own office equipment for work. The employer pays the employee compensation for the use of office equipment in the amount of 1,000 rubles per month. Deadline: until the 10th of every month.”

Details of tasks, who reports to whom and in what format they report, can be written down in job description or in an employment contract. My advice is to describe all this in as much detail as possible. Otherwise, there is a risk that the employee cannot be fired, even if he does not actually work.

Employee consent

The employer has the right to transfer an employee to remote work. This can be done at the initiative of the company or employee.

Employer's offer. If the transfer is the initiative of the employer, he informs about it two months in advance. There is a notification for this: from such and such a date we propose to switch to remote work. The notification must be given in person and the employee must be asked to sign that he has seen the proposal and agrees with everything.

The work that the employer is obliged to offer - Article 74 of the Labor Code

An employee has the right to refuse to work remotely. Let's say we're talking about accountant Maria. If an employer wants an accountant to work remotely, but Maria is against it, he has two options:

• agree with Maria and allow her to work in the office;
• refuse and fire Maria.

You can't just fire someone like that. First, the employer offers available vacancies. There are a lot of rules, but here’s the main thing: you must offer literally all available vacancies. For example, a doctor financial director and cleaners. That's all.

You can fire if an employee refuses a new job - Labor Code

If an employee refuses offers, the employer has the right to dismiss him; the seventh paragraph of Article 77 of the Labor Code gives the right. He says that the company changed the working conditions and offered other vacancies, but the employee refused.

Employee proposal. An employee may himself request to be transferred to remote work. To do this, he writes a statement and talks about the reason.

Typically, an employee’s request is related to the fact that it is difficult to get to work, or they want to go to another city, they have a child, or they need to care for elderly relatives. The employer has no obligation to agree to the employee's request. Therefore, even if the employee really wants it, but the employer is against it, the employee will have to go to the office or quit.

THIS ARTICLE IS A CHAPTER OF THE BOOK AVAR LABOR LAW OF RUSSIA

New law introduces major changes to Russian labor law. Now there is a legal opportunity to organize remote work for an employee at his home. Previously, the Labor Code provided for the so-called “work from home”, but the conditions for its application were very limited and in fact could not be applied in a situation where an employee was hired to work remotely at home or in another place remote from the office. The old rules on home work, which are still in force, regulate the situation in which a worker performs duties related to the production of consumer and craft goods from materials and using tools of the employer or purchased with the employee's funds. Thus, these rules could not be applied to regulate the labor of various categories of workers. In Russia there was urgency in regulating remote work of such categories of workers as IT specialists, sales representatives, consultants, translators, etc. The changes provide an opportunity to legally consolidate relations with such employees.

According to the new law, remote work is the performance of work duties outside the location of the employer, its branch, representative office or other place under the control of the employer. The new law indicates the need to organize communication through the use of information and telecommunication networks, including the Internet, to perform work and interact with the employer. An important provision of the new law is that the presence of a remote worker does not entail the employer’s obligation to register a separate structural subdivision.

Regulations on remote work provide opportunities for more flexible labor regulation. For example, they allow you to provide special conditions termination of the employment contract.

Below we will describe in more detail the innovations regarding remote work and briefly name the similar modes of working from home and shift work, as well as the opportunity to conclude civil contracts instead of employment contracts.

Remote work

The President of the Russian Federation signed the federal law on amendments to the Labor Code introducing a new chapter on remote work. It came into force on April 8, 2013.

Remote work means the performance of work duties outside the location of the employer, its branch, representative office or other place under the control of the employer.

A necessary condition for remote work is the use of information and telecommunication networks, including the Internet, to perform work and interact with the employer.

An important point of the new law is the provision that the presence of a remote worker does not entail the employer’s obligation to register a separate structural unit for these purposes. This conclusion can be concluded from the legal provision that a separate structural unit must be registered with the tax authorities if the employer organizes stationary workplaces in a geographical area remote from its location (Articles 81.1 and 11.2 of the Tax Code of the Russian Federation) at a time when a remote worker A stationary workplace is not organized. The regulation of the work of remote workers has some peculiarities. In the interaction between a remote worker or candidate for remote work and the employer when exchanging electronic documents, enhanced qualified electronic signatures are used. However, this provision becomes mandatory only by agreement of the parties. If such an agreement has not been reached, the parties may use paper documents (Article 312.1 of the Labor Code of the Russian Federation).

When concluding a contract, the provision for remote work must be included in the employment contract with the employee. The agreement may provide additional condition on the obligation of a remote worker to use equipment, software and hardware, information security tools and other means provided or recommended by the employer when performing his duties.

The employment contract must provide for the following conditions:

Procedures and conditions for the use of equipment, software and hardware, information security tools and other means provided or recommended by the employer;

Procedures and conditions for reporting on work performed;

Conditions for compensation for the use of equipment, software and hardware, information security tools and other means belonging to the employee;

Rules for compensation of other costs that an employee incurs in connection with remote work.

The employer's obligations to ensure safe conditions and labor protection for remote workers extend to a limited extent. Unless otherwise provided by the employment contract on remote work, the working hours and rest hours of the remote worker are established by him at his own discretion.

An employment contract and agreements to change the terms of an employment contract can be concluded by exchanging electronic documents. In this case, the location of the employer is indicated as the place of concluding an employment contract on remote work, agreements on changing the terms of the employment contract on remote work. The employer, no later than three calendar days from the date of conclusion of the employment contract, is obliged to send the remote worker by registered mail with notification a duly executed copy of this employment contract on paper. Sending documents presented when concluding an employment contract in accordance with Art. 65 of the Labor Code of the Russian Federation is carried out by sending copies of them by electronic documents. However, at the request of the employer, the applicant is obliged to send him by registered mail with notification notarized copies of the specified documents on paper.

Familiarization of the employee with work-related documents, including local ones regulations and orders of the employer provided for by the Labor Code of the Russian Federation, can occur through the exchange of electronic documents. In addition, in cases where, in accordance with the Labor Code of the Russian Federation, an employee has the right or obligation to contact the employer with a statement, provide the employer with explanations or other information, a remote worker can do this in the form of an electronic document. By agreement of the parties, information about remote work is not entered into the work book, and the work book is not issued to a person who gets a job for the first time.

The parties also have the right to conclude an employment contract on remote work without the use of electronic documents in the traditional manner. In this case, the contract indicates the place of actual conclusion of the contract. The applicant submits the original documents presented when concluding an employment contract. In addition, in this case, the employer retains the obligation to issue a certificate of state pension insurance for a remote worker applying for a job for the first time. The employee also has the right to demand proper registration of the work book.

Remote work in some cases requires proper execution of written documents that are sent by mail by registered letters with notice. The employer, even if an employment contract is concluded through the exchange of electronic documents, is obliged to send the remote worker a duly executed copy of this employment contract on paper. To provide mandatory insurance coverage for mandatory social insurance in case of temporary disability and in connection with maternity, the remote worker sends the originals of the necessary documents to the employer.

Upon termination of an employment contract, even if familiarization with the dismissal order is provided in the form of an electronic document, the employer on the day of termination of this employment contract is obliged to send the remote worker a duly executed copy of the said order on paper. In other cases, the use of paper media is not mandatory.

The parties may provide in an employment contract for remote work (as when working from home) special conditions for termination of the employment contract, not limited to the relevant list of the Labor Code of the Russian Federation.

Home work In addition to new provisions on remote work, the Labor Code contains rules on so-called “home work” (Chapter 49 of the Labor Code of the Russian Federation). However, the conditions for its application are quite limited and cannot actually be applied in a situation where an employee is hired to work remotely at home or in another place remote from the office. The rules on home work, which remain in force, govern the situation in which a worker performs duties related to the production of consumer and craft goods from materials and using tools of the employer or purchased with the employee's funds. Thus, these rules could not be applied to regulate the labor of various categories of workers.

Home work is regulated general rules; However, there are some peculiarities. A homeworker can involve his family members in work, but no labor relations arise between them and the “employer” (Article 310 of the Labor Code of the Russian Federation).

In a work-at-home employment contract, the employer and employee agree on which party will provide the equipment and materials needed for the job. If a homeworker uses his own materials or equipment, the employer is obliged to pay compensation for their wear and tear.

An employment contract on home work must contain the procedure for paying the home worker for work performed.

When working from home, safety and health regulations must be followed.

The norms of legislation on home work provide for the need to specifically establish in the contract the grounds for its termination (Article 312 of the Labor Code of the Russian Federation).

Job on a rotational basis

Shift work is a form of implementation of the labor process when workers are located at a considerable distance from their place of work. permanent residence and because of geographical conditions their daily return to their place of residence cannot be ensured (Chapter 47 of the Labor Code of the Russian Federation). This form of labor is used in cases where work is carried out in sparsely populated areas with heavy natural conditions. Shift workers must return home at least once a month, and in exceptional cases - once every three months (Article 299 of the Labor Code of the Russian Federation).

With this form of labor, working hours, days, rest time, etc. are taken into account in a special order, which is called summarized recording of working time (Article 300 of the Labor Code of the Russian Federation). When working on a rotational basis, all time spent at a remote workplace is taken into account. In any case, the total working time must not exceed the normal number of working hours.

Civil legal regulation of labor

An individual in Russia can provide services and perform work both under an employment contract, in which case relations with the employer are regulated by labor law, and under a civil contract in accordance with civil law.

The concept of a civil contract boils down to an agreement under which a company uses the services of an individual without the intention of entering into an employment contract with him. The main difference between a civil law contract and an employment contract is that the employee does not have the right to enjoy the guarantees provided for by labor law (protection against unilateral refusal of the contract, rules on work outside working hours, payment of sick leave and vacations), and is not subject to internal rules labor regulations customer.

Civil contracts are used when a person is hired for temporary work on a project basis or from time to time extra work, which is not usually performed by employees of the organization. One of the most typical cases is the conclusion of a civil contract with freelance translators.

When concluding a civil contract, the parties are guided by the rules civil law, which provide for equality of parties and freedom of contract. However, certain restrictions are imposed by imperative norms of Chapters 37 and 39 of the Civil Code of the Russian Federation. In particular, the parties are required to agree on the specific subject of the agreement, which must be spelled out in detail in such an agreement, indicating its scope and quality. In addition, it is necessary to indicate the date of completion of the work (for a contract for the provision of paid services) and the start and end date of the work (for a contract). A prerequisite is the determination of the contract price and the procedure for payment of remuneration.

In most cases, the main reason for concluding a civil contract is the desire of the parties to avoid the application of labor law standards. However, if a real employment relationship has developed between the parties, and the employee carries out labor activity in accordance with the labor regulations and on the territory of the employer, the employer bears the risk of reclassification by the court of a civil contract into an employment contract in accordance with Art. 11 Labor Code of the Russian Federation. Currently, there is extensive judicial practice on the application of this article. As a rule, if there is evidence of an employment relationship, the court resolves such cases in favor of the employee.

When recharacterizing relations, courts take into account a set of criteria, among which the following can be highlighted:

1) Systematic re-conclusion of civil contracts or extension of their validity, for example, in the Resolution of the Federal Antimonopoly Service of the Moscow District of August 28, 2008 N KA-A40/7019-08 in case N A40-59304/07-90-332.

2) Subordination of the employee to the internal labor regulations, for example, in the Resolution of the Federal Antimonopoly Service of the Moscow District dated June 19, 2009 N KA-A40/5330-09 in case No. A40-66166/08-76-271 or the Resolution of the Federal Antimonopoly Service of the Moscow District dated November 13, 2008 N KA-A40/10488-08 in case No. A40-59261/07-14-314.

3) Dates and frequency of payment of remuneration, for example, in the Resolution of the Federal Antimonopoly Service of the Moscow District dated June 19, 2009 N KA-A40/5330-09 in case N A40-66166/08-76-271.

4) The connection between payment under the contract and the volume and frequency of work performed, for example, in the Resolution of the Federal Antimonopoly Service of the Moscow District dated June 19, 2009 N KA-A40/5330-09 in case N A40-66166/08-76-271.

Thus, despite the fact that civil contracts are not the basis for the emergence of labor relations, in some cases they are capable of regulating the performance of work an individual, which acts as an equal and independent party to the agreement.

Civil contracts can be concluded, among other things, with individual entrepreneurs. If such an entrepreneur provides services in accordance with his type of activity, the risk of reclassification of the contract into an employment contract is significantly reduced.

Greetings, friends! Today we’ll talk about the main topic of my blog and use simple examples to find out what remote work is, whether it’s real or a hoax. Why is working from home becoming more and more popular and now is the time to learn new activities that allow you to earn money via the Internet.

Distant work is a method of employment in which a person (performer) performs assigned tasks remotely, contacting the employer via the Internet.

That is, any work that can be done at a distance, without necessarily being in the office, can be called remote.

I would also like to highlight a separate format for remote work - . Freelancing is when you work remotely, but you do not have a permanent employer and you are always looking for orders.

Let me explain with examples what the principle of such activities is and who will pay you for what.

What needs to be done and who will pay?

Remember, in I talked about the circulation of money and where it comes from. Nowadays, everyone who sells various goods or services does it using the Internet. Because people spend a lot of time here, communicating, viewing the necessary information, looking for answers to their questions, and so on.

To do this, we use different sites, services, programs and applications. Have you ever wondered who creates them? Behind all this are millions of people, some of whom work remotely.

Take, for example, my blog, where you are now reading this article. In the early days, to get it into existence, I paid people to create it. Moreover, I have never seen these people; our communication was only in text correspondence.

The first person is the designer. He drew the design of the blog - what you now see on the screen of your device. The designer spent a total of about 2 weeks on this work, and I paid him 25,000 rubles.

The second person is the layout designer. From a picture made by a designer, he assembled a functioning website using software code. I paid him 18,000 rubles for 3 days of work.

They all perform simple, understandable tasks for which they receive money.

There are dozens of different ones, the knowledge and skills of which can be used for remote work.

Who can work remotely?

I used to think that only programmers could make money like this. But when I started looking for something to do, I realized that there was a lot of work here, for every taste and color. Whether for a student or a pensioner. For a long time, in such a huge variety, I couldn’t choose a direction.

WITH complete zero Without experience, I mastered several professions and achieved a stable monthly income that exceeded my offline salary. It took me six months.

Of course, it will be more difficult for older people who do not have basic computer skills. But I think you understand that neither age, nor gender, nor social status, neither geographical location nor anything else affects whether you can or not.

I can give dozens of examples of guys who had a situation many times worse than yours now.

In addition, many people do not need to change their specialty and learn something new. Most common professions are suitable for remote work, for example, accountant, sales manager, marketer, journalist, and so on.

What are the prospects?

Compared to regular work a lot can be revealed. But today I want to tell you about the prospects that I saw in my time.

I first encountered remote work somewhere in 2011, but then I didn’t realize at all that you could make a stable income from it. I was in college and had an internship with a private entrepreneur. Engaged in installation of video surveillance and security systems.

He had his own company selling and installing security equipment, which, like everyone else, needed clients. Realizing that from social network You can get clients on VKontakte, he offered me 1,000 rubles a month (at that time it was good money for a student) to invite people to his group.

This group (https://vk.com/club16076182) still exists.

So I've been in the evenings for about five months free time invited participants. A task that any student can handle.

It’s a pity that it didn’t dawn on me then that there could be a lot of work like this. The more unique the services you can provide (make websites, write texts, do design, manage projects, lead a team, and so on), the more you can earn.

Technologies are developing, many companies no longer have offices, their employees work remotely and are located all over the world. It is not profitable to maintain workspaces, knowing that it is possible to hire a person who will do the same from home.

When traveling, I often meet Russian-speaking guys from Russia, Ukraine, and Kazakhstan who work via the Internet for Russian and foreign companies.

If you know English, then the world of remote work is even wider for you. It is more profitable to receive your salary not in rubles, but in dollars or euros.

Technologies are replacing people in production and therefore there is a reduction. Some professions are beginning to die out because they are no longer relevant in the 21st century.

At the end of 2014 I realized this. I realized that I needed to develop, learn new skills, keep up with the times, so as not to spend my whole life twisting wires for 20,000 rubles and not walking up to my ears in dust working as an electrician.

Where to begin?

It's great that thanks to the Internet we get unlimited access to knowledge from all over the world. To master skills that will bring you 40,000 - 50,000 thousand rubles a month, you don’t need to study for 5 years at a university and spend hundreds of thousands of rubles on training.

According to statistics, guys who start studying at ours make the transition in 3 to 6 months on average, with maximum impact.

The most difficult thing is to decide on the direction you want to pursue. It often happens that a person rushes back and forth and, as a result, marks time, starting all over again each time.

It is difficult to give any unique advice on choosing a profession, since everyone different levels development and range of interests, an individual approach is needed. The easiest way is to go to school, take on assignments to find out what works and what is generally difficult and incomprehensible for you.

For beginners, everything will seem complicated. Just as it once seemed difficult for me to make a website, a banner in Photoshop, or write an article. Now, having certain knowledge, it will not be difficult to do this.

Also, dozens of new vacancies are published on exchanges every day. Jobs, like tasks, can be found with different levels of employment, complexity and payment methods. In the first project I worked on, I had a flexible schedule and piecework pay. When working remotely, the employer is primarily interested in the result.

Conclusion

I hope you now correctly understand what it means to work remotely and what the prospects are here. Study, learn to study, master new knowledge and skills, switch to remote work and travel. Having the Internet, you can do this without investment.

If you need help and support, then come to our express course “Start in remote work and freelancing”.

In the comments to this article, you can ask your questions and leave feedback about your experience of remote work. I will be happy to answer them and share advice.

Remote employees, working remotely is no longer uncommon today. Nowadays it is not always necessary to be in the office in order to fulfill your work duties. Moving towards progress, legislators made changes to the Labor Code of the Russian Federation regarding remote workers (freelancers).

In the article below we will understand what are the features of accounting for relationships with remote workers, how to draw up an employment contract with them, a sample contract with a remote worker can be downloaded in this article below.

Who benefits from remote work?

Remote work is the dream of any employee, because you can perform work duties at home, in a comfortable environment and receive payment for them. There is no need to get up early in the morning, drive in any weather, stand in traffic jams, waste your time.

Is this convenient for the employer?

Of course, it is also beneficial for the employer to have a remote worker. This significantly reduces the costs of personnel, organizing a workplace, purchasing equipment and furniture for it.

The peculiarities of remote work are that the employee and the employer can be located in different localities, cities and even countries. You can choose a truly competent specialist.

However, this brings with it a more responsible approach by the employer to finding suitable personnel. Not everyone can provide the necessary performance at home.

Federal Law No. 60-FZ of April 5, 2013 introduced an additional chapter 49.1 into the Labor Code of the Russian Federation, which regulates the work of remote workers.

This chapter establishes the concept of “remote work” and “distance worker”.

Remote work is the performance of work duties outside the employer’s location.

A remote worker independently provides himself with a workplace, and maintains contact with the employer via telephone, Internet, or mail.

Employment contract with a remote worker

Chapter 49.1 of the Labor Code makes it possible to conclude an employment contract with a remote worker electronically.

The text of the employment contract must include the nature of remote work, that is, it must indicate that the employee must perform his work duties outside the employer’s territory.

According to Article 57, the address of the workplace must be indicated; this can be a home address or any other place where the remote employee plans to perform his work duties.

Duration working week for remote workers is the same as for regular workers, that is, a 40-hour work week in the standard case. All deviations from the standard working week must be recorded in the contract.

What other information should be included in the employment contract:

• Features of the work schedule;
• Providing resources for work. There are several options here: the employee provides everything for himself, the employer provides the employee with his resources, the employer pays the employee for the costs of resources (payment for the purchase of a computer, office rent, payment cellular communication, Internet, reimbursement of expenses for fuel and lubricants, depreciation of a car, computer and other equipment used to perform work duties);
• Features of submitting reports on work done to the employer (via telephone, Skype, email, in what form, with what frequency).

If you need to transfer working employees to remote work, this can be done by drawing up an additional agreement to the existing employment contract, which sets out changes in the nature of work and the day on which these changes come into force.

If a remote worker needs to be sent to another locality to complete a task related to the activities of the organization (on a business trip), the employer draws up the same documents as in relation to sending ordinary employees on a business trip. Read about arranging a business trip.

All travel expenses for remote workers are accounted for as standard.