In what cases can you change your work schedule? Working hours and schedule: all the principles of proper organization of work routines

Yulia Vasilyeva
Head of the group for accreditation of foreign missions

To date, the law has not established any unified form of shift schedule. However, the employer is obliged to take into account the opinion of the representative body of employees when drawing up such a schedule, and also bring its contents to the attention of employees no later than a month before it comes into effect.

Working time is the time during which an employee, in accordance with 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 the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation, relate to working hours.

Article 91 of the Labor Code of the Russian Federation.

Normal working hours in our country are 40 hours per week. The distribution of working time and rest periods during the day, the beginning and end of work, breaks during the day, performance of duties at night and other features of the work regime must be established by local acts of the organization, collective agreements, and in some cases - by an employment contract with the employee .

The working hours are established based on the principle of maintaining a balance of the legal rights and interests of the employee and the employer, and differ in different organizations.

For example, there are a number of enterprises with a continuous production process. In such organizations, there is a need to use a special working time regime, which will allow for more efficient use of equipment and an increase in the volume of products produced or services provided. As a rule, such enterprises operate in two, three or four shifts. When working in shifts, each group of employees must work within the established working hours in accordance with the shift schedule.

Legislatively, the concept of “shift work” as a working hours regime is established by Art. 103 Labor Code of the Russian Federation. When working in shifts, each group of employees must work within the established working hours in accordance with the shift schedule. Working two shifts in a row is prohibited.

Shift work - work in two, three or four shifts - is introduced in cases where the duration of the production process exceeds the permissible duration of daily work, as well as in order to more efficiently use equipment, increase the volume of products or services provided.

Article 103 of the Labor Code of the Russian Federation.

Establishing a shift work regime

In order to establish a shift work regime in an organization, it is necessary:

prescribe the shift work schedule in the internal labor regulations,
make appropriate changes to the collective agreement,
issue an order to introduce such a regime in your organization,
two months before the introduction of shift work, prepare a notice to employees about changes in working conditions (Article 74 of the Labor Code of the Russian Federation),
conclude additional agreements with employees to the employment contract on changing the working hours.
draw up a shift schedule,
no later than one month before the shift schedule comes into effect, bring it to the attention of employees (Article 103 of the Labor Code of the Russian Federation).

To date, the law has not established any unified form of shift schedule. Of the requirements imposed by the legislator on the procedure for drawing up and approving a shift schedule, only the obligation of the employer is established to take into account the opinion of the representative body of employees when drawing up the schedule in the manner prescribed by Art. 372 of the Labor Code of the Russian Federation for the adoption of local regulations, as well as the employer’s obligation to bring the schedule to the attention of employees no later than a month before its entry into force.

When drawing up a shift schedule, you need to pay attention to the following points:

1. The shift schedule is drawn up for a certain period of time for a specific category of workers.
2. When drawing up a schedule, it is necessary to take into account the norms for the duration of daily work (shift) for this category of workers, as well as take into account the norms established by Art. 94 of the Labor Code of the Russian Federation for certain categories of workers, which are:

for workers aged fifteen to sixteen years - 5 hours,
for workers aged sixteen to eighteen years - 7 hours;
for students of general education institutions, educational institutions of primary and secondary vocational education, combining study with work during the academic year, aged from fourteen to sixteen years - 2.5 hours,
for workers aged sixteen to eighteen years - 4 hours;
for disabled people - in accordance with a medical report issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation;
For workers engaged in work with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum permissible 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.

3. The schedule should reflect not only information about the duration of working hours during a shift, but also information about the rest time of employees between shifts and information about the order of alternating shifts. In this case, each employee must be provided with weekly uninterrupted rest of at least 42 hours (Article 110 of the Labor Code of the Russian Federation).

4. When drawing up a shift schedule, you must remember the direct prohibition of working two shifts in a row for one person. Even if the employee himself asks for it, this is unacceptable (Article 103 of the Labor Code of the Russian Federation).

5. The schedule should also take into account break times for rest and nutrition. The duration of the break for these purposes should be no more than 2 hours and no less than 30 minutes; the specified break is not included in working hours (Article 108 of the Labor Code of the Russian Federation).

Organization of work of workers on the night shift when drawing up a shift schedule

According to the clarification dated 05/07/1987 No. 14/14-38 “On the procedure for applying additional payments and granting leaves for work on the evening and night shifts,” a night shift is a shift in which at least 50% of the working time is at night. According to Article 96 of the Labor Code of the Russian Federation, night time is from 22 o'clock. 00 min. until 06 o'clock 00 min.

According to labor legislation, the duration of work (shift) at night is reduced by one hour without further work (Article 96 of the Labor Code of the Russian Federation).

Thus, a shift in which more than 50% of working time occurs between 22:00 and 06:00 must be reduced by one hour.

Example: At Romashka LLC, the working day is set from 05:00 to 05:00. until 01:00 am The shift schedule provides for work in three shifts:

1st shift: from 05.00 to 12.00 – duration 7 hours;
2nd shift: from 12.00 to 19.00 – duration 7 hours;
3rd shift: from 19.00 to 01.00 - more than 50% of the working time is at night, therefore, the working time of the shift is reduced by 1 hour and is 6 hours.

Also, when drawing up a schedule, you should remember that pregnant women are not allowed to work at night; workers under eighteen years of age, with the exception of persons involved in the creation and (or) performance of artistic works, and some other categories of workers listed in the Labor Code of the Russian Federation and other federal laws. Women with children under three years of age, disabled people, workers with disabled children, as well as workers caring for sick members of their families in accordance with a medical certificate issued in the manner 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 the specified age, may be involved in night work only with their written consent and provided that such activity is not prohibited to them for health reasons in accordance with the medical report. At the same time, these employees must be informed in writing of their right to refuse to work at night.

In addition to the fact that the duration of the night shift should be reduced by one hour, the employer should pay attention to the fact that working conditions on evening and night shifts are a deviation from normal working conditions and require increased pay.

When performing work in conditions deviating from normal (including when working at night and when performing work in other conditions deviating from normal), the employee is made appropriate payments provided for by labor legislation and other regulatory legal acts containing labor law norms, collective agreement, agreements, local regulations, employment contracts.

Article 149 of the Labor Code of the Russian Federation.

Each hour of work at night is paid at an increased rate compared to work in normal conditions, but not lower than the amounts established by labor legislation and other regulatory legal acts containing labor law norms.

Article 154 of the Labor Code of the Russian Federation.

IMPORTANT NOTE: The Labor Code of the Russian Federation does not prohibit changes to the shift schedule, but given that there are no special rules about changing such a document, the “corrected” schedule must be recognized as new. Otherwise, the monthly period for bringing the schedule to the attention of employees becomes meaningless. Accordingly, any changes to the shift schedule are brought to the attention of employees no later than a month before they come into force.

Changing the shift work schedule

If it is necessary to make changes to the shift schedule, you should be guided by the same rules as when approving the shift schedule, as well as the rules of labor legislation governing changes to the terms of the employment contract determined by the parties. In particular, the employer must notify the employee against signature with an order to change the shift schedule or a written notification of changes made to the schedule. If the employee agrees with the new conditions, he must sign an additional agreement to the employment contract (Articles 72, 74 of the Labor Code of the Russian Federation).

If the distribution of workers among existing shifts changes, then an additional agreement is not required. It is enough to approve a new shift schedule in the manner provided for in Part 3 of Art. 103 of the Labor Code of the Russian Federation, and also bring the schedule to the attention of employees no later than one month before it comes into effect (part four of Article 103 of the Labor Code of the Russian Federation).

IMPORTANT IN WORK: The rotation of shifts for each specific employee is established by the schedule, and not by the employment contract. When changing the shift schedule, it is not necessary to conclude an additional agreement to the employment contract.

If the employee is not satisfied with the new conditions of his work, the employer is obliged to offer him in writing another available position (vacant and corresponding to the qualifications, as well as a vacant lower position or lower paid job), which he can perform taking into account his state of health. The employer is obliged to offer the employee all vacancies available in the local area that meet the specified requirements. The employer offers vacancies in other localities if this is provided for by the collective agreement, agreements, or employment contract (Article 74 of the Labor Code of the Russian Federation).

If the employer does not have the opportunity to offer appropriate vacancies or the employee refuses another job offered to him, then, in accordance with clause 7 of part one of Art. 77 of the Labor Code of the Russian Federation, the employment contract with him is terminated (part four of Article 74 of the Labor Code of the Russian Federation).

However, when dismissing an employee under such circumstances, the employer should remember the explanations given in paragraph 21 of the Resolution of the Plenum of the Armed Forces of the Russian Federation dated March 17, 2004 No. 2. Thus, when deciding cases on the reinstatement of persons whose employment contract was terminated under paragraph. 7 parts of the first article. 77 of the Labor Code of the Russian Federation (refusal to continue work in connection with a change in the terms of the employment contract determined by the parties), or on the recognition of illegal changes to the terms of the employment contract determined by the parties when the employee continues to work without changing the labor function (Article 74 of the Labor Code of the Russian Federation), the employer is obliged, in particular , provide evidence that changes in the terms of the employment contract were a consequence of changes in organizational or technological working conditions. These include, for example, changes in equipment and production technology, improvement of jobs based on their certification, and structural reorganization of production. it will also be necessary to prove that this did not worsen the employee’s position compared to the terms of the collective agreement or agreement. In the absence of such evidence, termination of the employment contract under clause 7 of part one of Art. 77 of the Labor Code of the Russian Federation or a change in the terms of the employment contract determined by the parties cannot be recognized as legal.

Thus, when establishing a shift work schedule in an organization, you should be quite attentive to compliance with the deadlines established by law, as well as the correct execution of documentation.

The working time regime provides, in particular, the length of the working week (five-day with two days off, six-day with one day off, work week with days off on a sliding schedule, part-time work week), duration of daily work, start and end times of work, time work breaks. These conditions are provided for by the internal labor regulations, and if the conditions for a particular employee differ from the general rules established by the employer, then information about the working hours must be reflected in the employment contract with the employee (part 2 of article 57, part 1 Art. 100 of the Labor Code of the Russian Federation).

Regardless of whether the work schedule is given in the employment contract or mentioned in the local regulatory act of the employer, the established working hours are mandatory for the parties to the employment contract and one of the essential elements of the labor relationship. However, the above does not mean that the schedule initially entered for the employee cannot be changed in the future. Changing the operating mode requires following a certain procedure, which we will recall below. At the same time, sending the appropriate notification to the employee is one of the main components of such a procedure.

Changing an employee's work schedule

Changing the terms of an employment contract is generally permitted only by agreement of the parties, concluded in writing (Article 72 of the Labor Code of the Russian Federation). Therefore, if the initiator of changing the work schedule is the employee, and the employer does not object, or the parties have mutually agreed to change the working hours, an additional agreement to the employment contract is signed. And after that, from the date specified in the additional agreement, the new work schedule comes into force. In this case, there is no need to send any notice to the employee.

However, most often the initiator of changes in the working time regime is the employer, who justifies the innovations by changes in organizational or technological working conditions, under which the terms of the employment contract determined by the parties cannot be maintained (with the exception of the employee’s labor function) (Part 1 of Article 74 of the Labor Code of the Russian Federation). Examples of such changes are changes in equipment and production technology, improvement of jobs based on their certification, structural reorganization of production (clause 21 of the Resolution of the Plenum of the Supreme Court dated March 17, 2004 No. 2).

The employer is obliged to notify the employee in writing about upcoming changes in the work schedule and the reasons that caused them no later than 2 months in advance (Part 2 of Article 74 of the Labor Code of the Russian Federation).

In the notice, the employer must provide a period within which the employee must answer whether he agrees to work under the new conditions. After all, if an employee refuses to make changes to the contract, the employer will have to offer in writing to such an employee a choice of all available vacant positions (both relevant qualifications and lower-paid work), for which the employee can be accepted taking into account his state of health ( Part 3 of Article 74 of the Labor Code of the Russian Federation).

If the employer does not have a suitable job or the employee refuses the job offered, the employment contract with him will be terminated on the basis of clause 7, part 1, art. 77 of the Labor Code of the Russian Federation (“an employee’s refusal to continue working due to a change in the terms of the employment contract determined by the parties”). Please note that when making a settlement with an employee dismissed on this basis, the employer must pay him not only the salary due and compensation for all unused vacations, but also issue severance pay in the amount of two weeks' average earnings (Part 1, Article 127, Part 3 Article 178 of the Labor Code of the Russian Federation).

To notify an employee about a change in the work schedule, we provide a sample of how to fill it out.

Question: My employer announced at a meeting that the working day would start at 8 o’clock rather than 9 o’clock. Will such a change in working hours be legal?

The prosecutor of the Sudzhansky district Cherkashina N.V. responds: The Labor Code of the Russian Federation obliges to comply with certain formalities when transferring workers to a new schedule, otherwise the employer’s demand may be considered illegal.

Thus, if the employee’s working hours are prescribed in the labor regulations, changing them is possible only if the rules themselves are changed. In turn, the internal labor regulations can be changed in the manner established by the parties (that is, the employer and the employee), which is reflected in Art. Art. 40, Labor Code of the Russian Federation. Consequently, no unilateral changes to the working hours if this condition is included in the internal regulations are unacceptable.

The situation is somewhat different if the employee’s working hours are specified directly in his employment contract.

By virtue of Art. 72 of the Labor Code of the Russian Federation, changes in the terms of the employment contract determined by the parties, including transfer to another job, are allowed only by agreement of the parties to the employment contract, except for cases provided for by this Code. An agreement to change the terms of an employment contract determined by the parties is concluded in writing.

An exception to this rule is the presence of organizational or technological working conditions that lead to the need to make changes to the employment contract.

The Labor Code of the Russian Federation has determined that, in the case when, for reasons related to changes in organizational or technological working conditions (changes in equipment and production technology, structural reorganization of production, other reasons), the terms of the employment contract determined by the parties cannot be preserved, their change is allowed at the initiative of the employer, with the exception of changes in the employee’s labor function.

Since the article clearly states the reasons for changing the terms of the employment contract and this list is closed, no other grounds for changing the terms of the employment contract unilaterally are allowed.

How to formalize a change in the work schedule at the initiative of the employer and draw up an order to change the work schedule, what to indicate in the application for a change in the work schedule (sample) - this is discussed in the article.

From the article you will learn:

How to formalize a change in working hours at the initiative of the employer

Changes to the work schedule at the initiative of the employer are made in agreement with the employee. Operating mode- a mandatory condition that is specified in the employment contract concluded between the parties (working hours may be specified in the PVTR, but this must also be referenced in the employment contract). The employer does not have the right to unilaterally change the terms of the employment agreement. To make changes, you must follow the procedure provided for in Article 74 of the Labor Code of the Russian Federation.

Changing the working hours at the initiative of the employer is carried out in the same order in which it is introduced. The employer has the right to make such changes for reasons related to changes in organizational or technological working conditions.

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If due to changes in engineering and production technology, structural reorganization production or in connection with other changes in the organization, the terms of the employment contract determined by the parties to the labor relationship cannot be maintained; the employer, on his own initiative, has the right to change them. The exception is the labor function of the employee.

Changing the working hours at the initiative of the employer must be carried out in compliance with the appropriate procedure provided for in Article 74 of the Labor Code of the Russian Federation:

issue an order on changes of a technological or organizational nature, indicating the timing of their implementation;

notify the employee in writing two months before the upcoming changes, unless other deadlines are provided for by the current code, indicate the reasons that led to the need for such changes;

offer in writing another job available to the employer if the employee does not agree to work under the changed conditions.

As other work, the employer must offer vacant positions in the company that the employee can take if he has the appropriate skill level, as well as lower positions, jobs with lower wages. That is, it is necessary to offer all vacancies that are available from the employer in the area where the organization is located. It is important to take into account that the employee can perform the proposed work taking into account his state of health.

When changing the work schedule at the initiative of the employer, if the employee refuses to continue working under the new conditions, the employer has the right to offer him available vacancies not only in the area where the company is located, but also in other areas, if such a condition is provided for by a collective agreement, labor agreement, or relevant agreements. Immediately after the expiration of the established warning period (two months), the employer has the right to switch to a new technological process and change organizational working conditions.

With employees who refused to continue working in the new conditions, and also did not agree to take the vacancies offered by the employer, employment contract can be terminated on the basis of paragraph seven of part one of Article 77 of the Labor Code of the Russian Federation. It is worth considering that with anyone who does not agree to work under the new conditions, the employment contract can be terminated, taking into account Articles 74 and 77 of the Labor Code of the Russian Federation. Employees have the right not to work for two weeks before dismissal.

Changing the work schedule at the initiative of the employer: how to establish a part-time working schedule

Changing the work schedule at the initiative of the employer with the establishment of a part-time working schedule can be carried out during the period , which will significantly affect changes in working conditions.

If such events threaten , then the company administration has the right to establish a part-time working regime for up to six months. This decision must be made , if such an organization is created in the company (based on Part 5 of Article 74 of the Labor Code of the Russian Federation).

Important! The law prohibits the introduction of part-time work in companies at the initiative of the employer if mass layoffs are threatened for economic reasons (based on parts 1, 5 of Article 74 of the Labor Code of the Russian Federation).

If it is planned to change the work schedule with the introduction of part-time work, all employees must be notified in writing about this. This must be done two months before the innovations. Familiarize the notification with everyone and sign it (based on the second part of Article 74 of the Labor Code of the Russian Federation). In the very the employee must sign his consent or refusal to work under the new conditions.

If any of the employees refuses to work under the new conditions, dismissal is carried out by reducing the number or staff with payment of severance pay and average monthly earnings for the period of employment in (based on part six of Article 74, Article 178 of the Labor Code of the Russian Federation).

Introduction of part-time work involves notifying the employment service, even if the new conditions . The notification must be drawn up in any form and sent within three working days.

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An employee has the right to ask the employer to establish both a part-time work week and a part-time work day at the same time. For example, a 4-day week and a working day shortened to 7 or 6 hours. At the request of these persons, the employer is obliged to establish new schedule part-time work only for the duration of preferential circumstances. For example, until an employee’s child reaches the age of 14.

In addition, the employer must take into account the relevant wishes of the employee to establish preferential working hours, but not to the detriment of production conditions. For example, a pregnant woman does not have the right to demand that the start of her working day be set at 10 o’clock if the company starts working at 12 o’clock.

The maximum permitted working time per day and week is established by the Labor Code of the Russian Federation (Article 91). But each enterprise has its own schedule. It indicates working days, breaks, and weekends. But sometimes it is necessary to change some data. Then an order is issued to change the work schedule. A sample of this document will allow you to compose it correctly.

About the work schedule

There are several types of work schedules that are allowed to be used at an enterprise in accordance with the Labor Code of the Russian Federation. This information is specified in Art. 100 Labor Code of the Russian Federation. The norms specified in the law also apply to the length of the week. Workers can carry out their activities for 5 days, 6 days, or according to other rules. The law also specifies that days off are provided on a staggered schedule. Sometimes it only lasts for less than a week.

An irregular schedule is discussed in This type is a special mode of activity when employees are involved in work during certain periods, regardless of what the main schedule is. It is not used in every institution. Art. 102 of the Labor Code of the Russian Federation includes conditions for a flexible schedule - work is carried out in shifts, days, their duration is established based on an agreement between the parties.

The shift schedule is indicated in Art. 103 Labor Code of the Russian Federation. This mode is needed when the production process does not fit within working hours. For example, when blast furnaces cannot be turned off or production processes cannot be stopped. Accounting for the worked period is carried out according to Art. 104 Labor Code of the Russian Federation. For example, the working week should be no more than 40 hours.

If it concerns workers who work in hazardous industries, then accounting is carried out every 3 months. In Art. 105 of the Labor Code of the Russian Federation indicates dividing a work shift into parts, but only if this does not cause a disruption in the production process. The completed schedule must be agreed upon with the trade unions and displayed in the documentation.

Single shift schedule

Over 60% of citizens work under this regime. The accounting of the worked period is carried out by days and weeks or on the basis of the summarized principle for a specific period. If days are taken into account, then all activities beyond the established norm are considered overtime work. This nuance is indicated in Art. 99 Labor Code of the Russian Federation.

Under this regime, the number of working days can be as follows:

5 or 6 per week.
Sliding mode.
Summarized accounting.

The employer must ensure that the daily workload does not differ from the employee’s standard work schedule. In institutions where one employee works in shifts, the working day should not exceed 12 hours.

When is an order needed?

The law does not prohibit changing working hours. Typically, such a decision is made due to the nature of business processes. Changes can affect both the entire team and individual departments or even employees. But you need to arrange it correctly. Changes should not cause a deterioration in working conditions and conditions for employees.

The innovation is confirmed by an order to change the work schedule. Each enterprise has a sample of how to fill it out. The content and order of approval is determined by where the current document was recorded.

In this situation, there are 3 options:

The regime is the same for everyone, it is specified in the internal labor regulations (ILR).
The rules apply to everyone, they are recorded in the PVTR and the employment agreement.
The schedule is individual and is included only in the employment agreement.

The order is approved according to a special procedure. It is recorded in the TC. Employees, through the trade union, take part in the discussion of this nuance. After approvals, an order to change the work schedule is issued, a sample of which is in the article. Changes are also being made to the PVTR. The rules will be in the annex of the collective agreement.

What does the law say?

Working hours may change at the will of the employer, but only if this is due to the reasons specified in Art. 74 TK. It is important to justify changes in working conditions with objective innovations in the work sphere. This is also included in the order to change the work schedule. The sample of this document includes all the main nuances that must be present. Changes to the employment agreement, including working hours, must be made on the basis of agreement of the parties (Article 72 of the Labor Code). Such an agreement is recorded in writing in the form of an additional agreement. Otherwise, the innovations will not be considered legal, so the employee can protect his rights through the labor inspectorate or the court.

Reasons

A document on changing working hours is issued according to:

Written consent of the employee and executed additional agreement.
The PVTR adopted during the negotiations, which recorded changes in working conditions at the enterprise.

The order may apply to all employees or only to some of them. In the second case, specific personnel need to be notified about this. For example, there may be an order to change the work schedule of guards. The sample of this document will be the same as in other cases.

Who makes the decision?

The decision on various changes is made by the manager. This is his competence. But you need to take into account some nuances. If it comes to introducing innovations into an employment contract, then written permission from the employee is mandatory (Article 72 of the Labor Code). And the rules for adopting PVTR under Art. 190 Labor Codes need to agree on a new schedule with the trade union or other employee representatives. If the manager made a unilateral decision, but it contains violations of these requirements, this will lead to a labor dispute. Therefore, it is important to formalize everything according to the law, and also fill out a document based on the sample order for changing an employee’s work schedule. This will prevent disputes from arising.

Design rules

A sample order to change the work schedule of an enterprise includes the following points:

Title of the document.
His type.
Date of registration.
Number.
Title.
Basic information.
Chief's signature.
Coordination.

All enterprises draw up documentation using this sample order to change an employee’s work schedule. When it is drawn up according to all the rules, it will be considered valid.

Main sections

Justification for changes.
Cancel the previous regime.
Description of the new schedule.
Its validity period.
Instructions to notify employees of changes.

The sample order to change the work schedule at the initiative of an employee or manager is the same. It is only slightly different in wording.

Document form

Like any other document, an order is created in writing. The original, which was signed by management, is kept in the organization. Notices and additional agreements are created in writing. If the changes will apply to a specific person, then it is important to draw up an order and formalize an agreement regarding the changes made to the employment contract.

Nuances

The sample order for a temporary change in work schedule does not differ from the case when it is issued on a permanent basis. But it is required not only to draw up and sign the document. It is also necessary to comply with the requirements of the law. Employees should be notified of the changes. This should be done no later than 2 months before the start of the new schedule (Article 74 of the Labor Code). If the order states that the changes will be in effect from December 1, then it must be signed at least on October 1. Then, based on it, additional agreements are drawn up with employees.

How to notify employees?

Employees must be informed of the changes upon signature. But it is not placed on an order, but on a written notice. This document indicates the reason for the innovations, the period of validity, and information about the consequences of an employee’s refusal to work in this mode.

The employee receives notice or can refuse it. In the second case, an act is drawn up. Then the notification will be verbal. A notification is sent to a refused or absent employee by mail. Only then is it considered that the employer has fulfilled the obligation to warn subordinates in a timely manner.

Storage

The main document that establishes the storage period for administrative papers is the List of Standard Documents. It was adopted by Rosarkhiv in 2000. Orders to change working hours are orders and are stored permanently. The order and agreement on individual treatment is a personnel document. It is stored for 75 years. The paper with a note of familiarization is present in the employee’s personal file. Any changes in the operation of the enterprise must be documented. Only then will innovations be considered legal.