1. THE SUBJECT OF THE AGREEMENT

1.1. The employee is hired for the position of the Seller c.

1.2. This Agreement is an Agreement: at the main place of work.

2. TERM OF THE CONTRACT

2.1. This Agreement is concluded for an indefinite period.

2.2. The employee undertakes to start performing the duties provided for in clause 3.2. paragraph 3 of this Agreement "" 2019.

2.3. This Agreement establishes a trial period of months.

3. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE

3.1. The employee has the right to:

3.1.1. providing him with work stipulated by the employment contract;

3.1.2. a workplace that meets the conditions stipulated by State standards of organization and labor safety and the collective agreement;

3.1.3. complete reliable information about working conditions and labor protection requirements at the workplace;

3.1.4. protection of personal data;

3.1.5. working hours in accordance with applicable law;

3.1.6. Time relax;

3.1.7. wages and labor rationing;

3.1.8. receipt of wages and other amounts due to the Employee on time (in case of delay in the payment of wages for a period of more than 15 days - to suspend work for the entire period until the payment of the delayed amount with the notice of the Employer in writing, except for the cases provided for by Article 142 of the Labor Code RF);

3.1.9. guarantees and compensations;

3.1.10. professional training, retraining and advanced training;

3.1.11. labor protection;

3.1.12. association, including the right to form and join trade unions to protect their labor rights, freedoms, and legitimate interests;

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

3.1.14. collective bargaining and the conclusion of collective agreements and contracts through their representatives, as well as information on the implementation of the collective agreement;

3.1.15. protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law;

3.1.16. resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation, other federal laws;

3.1.17. compensation for harm caused to the Employee in connection with the performance of his job duties and compensation for moral damage in the manner established by the Labor Code of the Russian Federation, other federal laws;

3.1.18. compulsory social insurance in cases stipulated by federal laws;

3.1.19. benefits, compensation, material assistance and additional guarantees established by the collective agreement and the wage system in force at the enterprise;

3.1.20. making proposals to the administration of the enterprise for improving the work, relating to the obligations of the Seller and the entire enterprise as a whole;

3.2. The employee assumes the fulfillment of the following duties:

3.2.1. ensures the uninterrupted operation of the commodity section, is at his workplace during the entire working time and can leave his workplace only if it is replaced by another Seller with the consent of the Section Head (Deputy Section Head);

3.2.2. provides preventive and courteous service to customers, creates for them the necessary conditions for the selection and familiarization of the goods they are interested in, monitors the absence of violations of trade rules, takes measures to ensure the absence of queues;

3.2.3. performs a full pre-sale preparation of goods (checking the name, quantity, completeness, grade, price, labeling compliance, unpacking, visual inspection, etc.);

3.2.4. informs his immediate supervisor, and, if necessary, the administration of the enterprise about cases of detection of goods that do not meet the requirements of pre-sale preparation;

3.2.5. places and lays out goods by groups, types, taking into account the commodity neighborhood, frequency of demand, convenience of work;

3.2.6. carries out the offer and display of goods to buyers; assists buyers in the selection of goods, advises buyers on the purpose, properties, qualities of goods, on the rules for caring for goods, on prices, on the offer of interchangeable goods, new and related goods, calculates the purchase price, issues a receipt, issuing a passport (other document ) for goods that have a warranty period; makes the packaging of the purchase, the issuance or transfer of the purchase for control, the exchange of goods;

3.2.7. controls the availability of goods in the trade section, checks the quality, expiration dates of goods, checks the availability and compliance of markings, price tags on goods;

3.2.8. monitors the safety of goods, commercial equipment and other material values;

3.2.9. takes measures to prevent and eliminate conflict situations;

3.2.10. informs the management about the existing shortcomings in customer service, takes measures to eliminate them;

3.2.11. maintains a friendly atmosphere in the workplace, sets a personal example in customer service. The seller must be patient, attentive, polite in the selection and examination of goods by buyers. When handing over the purchase, the buyer should thank him.

3.2.12. ensures cleanliness and order at the workplace, in the commodity section, as well as in the trading floor as a whole;

3.2.13. observes labor and production discipline, labor protection rules and regulations, industrial sanitation and hygiene requirements, fire safety and civil defense requirements;

3.2.14. executes orders and orders of the direct management and administration of the enterprise;

3.2.15. is in the workplace in uniform, must have a neat appearance;

3.2.16. concludes an agreement on full liability at the first request of the Employer in accordance with applicable law.

3.3. The employee must know:

3.3.1. basic regulations, rules and regulations governing the relationship between the seller and the buyer;

3.3.2. Forms, procedure and methods of trade and cash reporting;

3.3.3. standards, specifications and features of the products sold;

3.3.4. selling retail prices, assortment of goods sold;

3.3.5. storage and transportation conditions for the products sold by the Company;

3.3.6. current forms of accounting and reporting;

3.3.7. business ethics;

3.3.8 psychology and principles of sales;

3.3.9. structure of the retail sales department;

3.3.10. documents, orders and regulations governing intra-company relations;

3.3.11. internal labor regulations;

3.3.12. be able to use a cash register in work;

3.3.13. own a computer at the level of a confident user, including the ability to use computer programs for accounting for goods.

4. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

4.1. The employer has the right:

4.1.1. to conduct collective bargaining and conclude collective agreements;

4.1.2. encourage the Employee for conscientious and effective work;

4.1.3. require the Employee to fulfill his labor duties and respect the property of the Employer and other employees, to comply with the rules of the organization's internal labor regulations;

4.1.4. to bring the Employee to disciplinary and material liability in the manner established by the Labor Code of the Russian Federation, other federal laws;

4.1.5. to adopt local regulations;

4.2. The employer is obliged:

4.2.1. comply with laws and other regulatory legal acts, local regulations, the terms of the collective agreement, agreements and labor contracts;

4.2.2. ensure occupational safety and conditions that meet the requirements of occupational safety and health;

4.2.3. provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of his job duties;

4.2.4. pay in full the salary due to the Employee within the terms established by the Labor Code of the Russian Federation, the collective agreement, the internal labor regulations of the organization, this Agreement;

4.2.5. carry out compulsory social insurance of the Employee in accordance with the procedure established by federal laws;

4.2.6. compensate for harm caused to the Employee in connection with the performance of his job duties, as well as compensate for moral harm in the manner prescribed by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts.

5. WARRANTIES AND COMPENSATIONS

5.1. The Employee is fully covered by the benefits and guarantees established by legislation and local regulations.

5.2. Damage caused to the Employee by injury or other damage to health associated with the performance of his job duties is subject to compensation in accordance with the labor legislation of the Russian Federation.

6. REGIME OF LABOR AND RECREATION

6.1. The employee is obliged to perform the labor duties provided for in clause 3.2 of paragraph 3 of this Agreement during the time established in accordance with the internal labor regulations, as well as in other periods of time that, in accordance with other regulatory legal acts, refer to working hours.

6.2. The employee is assigned a 40-hour working week with a standardized working day.

6.3. The Employer is obliged to provide the Employee with time for rest in accordance with the current legislation, namely:

• breaks during the working day (shift);
• daily (inter-shift) vacation;
• weekend;
• non-working holidays;

6.4. The employer is obliged to provide the Employee with annual paid leave with a duration of:

• main vacation of calendar days (at least 28 days);
• additional vacation days.

7. TERMS OF PAYMENT

7.1. The Employer is obliged to pay the Employee's labor in accordance with laws, other regulatory legal acts, collective agreements, agreements, local regulations and an employment contract.

7.2. This Agreement establishes the following salary:.

7.3. Payment of wages is made in the currency of the Russian Federation (in rubles).

7.4. The employer is obliged to pay wages directly to the employee in the following terms.

7.5. The employer is obliged to pay wages to the Employee:.

8. TYPES AND CONDITIONS OF SOCIAL SECURITY

8.1. The employer is obliged to carry out social insurance of the Employee provided for by the current legislation of the Russian Federation.

8.2. Types and conditions of social insurance directly related to work:.

8.3. This Agreement establishes the obligation of the Employer to carry out the following types of additional insurance of the Employee:.

9. LIABILITY OF THE PARTIES

9.1. The seller is responsible for:

9.1.1. non-fulfillment, improper fulfillment of functional duties;

9.1.2. inaccurate information about the status of execution of the tasks and orders received, violation of the deadlines for their execution;

9.1.3. failure to comply with orders, orders of the direct management and administration of the enterprise;

9.1.4. violation of labor regulations, fire safety and safety rules established at the enterprise;

9.1.5. disclosure of commercial secrets;

9.1.6. loss, damage and shortage of goods and other material values \u200b\u200bin accordance with applicable law.

9.2. The party to the employment contract that caused damage to the other party shall compensate this damage in accordance with the current legislation of the Russian Federation.

9.3. This Agreement establishes the following liability of the Employer for damage caused to the Employee.

10. DURATION OF THE CONTRACT

10.1. This Agreement enters into force from the date of its signing by the Employee and the Employer and is valid until its termination on the grounds established by the legislation of the Russian Federation.

10.2. The date of signing this Agreement is the date indicated at the beginning of the Agreement.

11. FINAL PROVISIONS

11.1. Disputes arising between the parties in connection with the execution of this Agreement are resolved in the manner prescribed by the labor legislation of the Russian Federation.

11.2. This Agreement is made in 2 copies and includes.

11.3. Each of the parties to this Agreement owns one copy of the Agreement.

11.4. The terms of this Agreement may be changed by mutual agreement of the parties. Any changes to the terms of this Agreement are formalized in the form of an additional agreement signed by the parties, which is an integral part of this Agreement.

12. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES

EmployerYur. address: Postal address: INN: KPP: Bank: Account / account: Correspondent / account: BIK:

EmployeeRegistration: Postal address: Passport series: Number: Issued by: By: Phone:

13. SIGNATURES OF THE PARTIES

Employer _________________

Employee _________________

The working conditions, functions, rights and obligations of the employer and employee are required by law to be recorded in a document - in trade, this employment contract with the seller... You need to draw up and sign a contract on the first day of the employee's work.

Employment contract with the seller: form and sample

You can download the employment contract with the seller below. Print it out and fill it in by hand - this will save a lot of time.

Not sure what to write? The completed sample and guide are further down the page. In the contract, in addition to the list of responsibilities, be sure to write down the work schedule and the amount of employee remuneration. Below you can download a sample 2019 employment contract with the seller for free.

The document is made up in two copies. One copy is kept by the employer, the other by the employee.

The contract is valid only if it is signed by both parties and there is a seal of the employer.

There is no single form for such documents. A company can develop its own template by prescribing only those items that it needs. But, according to the Labor Code, the contract must necessarily indicate:

• date and place of detention,
• company name,
• information about the employee (name, passport data, address, etc.),
• employee position,
• rights and obligations of the parties,
• working conditions (place, schedule, etc.),
• wages (salary, allowances, bonuses),
• validity period (urgent or permanent),
• termination procedure,
• conditions and procedure for resolving labor disputes.

Without these clauses, the document is invalid. If you add a condition about the trial period, remember - it should not be more than three months.

Usually companies hire a salesperson with additional responsibilities: cashier, consultant or storekeeper. This must be specified in the contract. For example, if there is a combination with the position of a storekeeper, the contract must indicate that the employee is obliged to accept, store and release material values \u200b\u200bfrom the warehouse. Below we will analyze in more detail the employment contract with the seller-cashier and with a consultant.

Employment contract with a sales assistant: sample

In this case, focus on communication with visitors, because the employee needs to fully answer questions about the product. For example, you can specify the following job responsibilities:

• customer service,
• training and consulting interns,
• preparation of goods for sale,
• window dressing.

You can also register the participation of an employee in the inventory and packaging of goods.

Download a sample employment contract with a sales assistant. Just fill in the required data and the document is ready.

Employment contract with the seller-cashier: sample

In the "Subject of the contract" section, write down that you are taking the employee exactly for the position of the seller-cashier. The contract must indicate that the employee must:

• punch checks on the cash register,
• service the cashier,
• check money received from buyers for the absence of counterfeit and damaged banknotes,
• regularly check the cash register, as well as draw up a report on the cash register,
• recount and change cash,
• keep a cash register.

In addition to the contract, draw up a detailed job description that the employee is obliged to do. He must read and sign it.

Enter into an employment contract with the cashier-seller with material responsibility - if there is a shortage, you can demand compensation for damage. More on this later.

Employment contract with a part-time seller: sample

The seller can get a full or lower rate. Specify the exact working hours in the contract if the employee is registered on a part-time basis. This is usually prescribed in the paragraph on the operating mode.

Below you can download a sample part-time employment contract with a seller for free.

The legislation also contains the concept of a shortened working day. It is important not to confuse it with incomplete. The difference is that when the time is reduced, for example, for minors or disabled people, the salary does not decrease, and when working part-time, the opposite is true.

Fixed-term employment contract with the seller

A fixed-term employment contract with a seller is usually concluded when an employee is hired for a specified period. For example, to replace a temporarily absent employee (maternity leave). Such an agreement is also drawn up for the period of seasonal work.

The maximum term for concluding a fixed-term employment contract is five years. And for contracts from two to six months, the trial period is a maximum of two weeks.

Labor contract of the seller with liability

The condition of full financial responsibility can be prescribed in an employment agreement, but from a legal point of view, this is useless. To oblige an employee to be liable for damage, a separate document must be drawn up. For these purposes, draw up an agreement on the full individual liability of the seller. Completion Guide and Sample -

In addition to the employment contract, be sure to conclude a liability agreement with the seller-cashier. He works with money - you must have a guarantee.

If the company employs several employees, conclude with them

An employment contract is a special agreement that is concluded in the case of employment, with the consent of the employer. The employment contract specifies the scope of the employee's obligations, the amount of salary, rights and obligations.

This document is mandatory as a confirmation of cooperation.

Such an agreement is drawn up in several copies, which are confirmed by the signatures of the parties, as well as with the help of the seal of the company providing the employment.

A document is concluded with a person who has reached the age of 16.

But there are other options:

• if, by agreement, work is assigned that does not pose a threat to health, then the document has the right to sign a child of 15 years old, and with the consent of the parents - 14 years old;
• an employment contract for creative activity can be concluded with a child of any age, but only with the consent of the parents.

It is necessary to carefully monitor the drafting of the employment agreement, since certain conditions provided by the organization may be unacceptable for the employee.

Employment contract form for 2019

Execution of a contract is a procedure requiring special concentration of attention. In case of controversial issues, this document will be the main evidence that the claims of one of the parties are absolutely justified.

Therefore, the document must be drawn up correctly, and all the conditions of both parties are fully spelled out and legally certified.

The document must contain the following details:

1. Surname, name and patronymic of the person and employer, confirmation of the employee's identity.
2. Date at the time of signing the document, the place where the agreement is concluded.
3. The duties of the employee, namely: his workplace, work schedule, as well as the requirements for the employee.
4. Career start date.
5. Warranties to provide certain services under hazardous or harmful working conditions.
6. The size of the salary.

When drawing up a contract, it is imperative to check the document for the presence of illegal conditions or violations of human rights. The name of the company, as well as its details, must be written in full.

Sample employment contract with an employee for 2019

In 2018, the contract is drawn up in duplicate, one is with the employer. It must contain the signature of the employee, confirming that he has a second copy of the document.

It is important to focus on the following aspects when drawing up an agreement:

1. Be sure to pay attention to the section of rights and responsibilities, since any insignificant detail in the design can lead to bad consequences.
2. Also, the contract must describe the working conditions that are not general, that is, specific, if any.

Drawing up a standard employment contract in 2019

When drawing up an employment agreement, no mandatory forms are provided. Although usually the organization providing the job has its own template, which is filled in by the employee.

A person is considered an employee of any enterprise when he puts his signature on the corresponding section of the document. After that, the enterprise enters information into the person's work book, and also prints an order on his appointment.

The employee starts his duties from the date specified in the contract. If the date is not specified, then the official date of entry to work is the next day after the signing of the forms. If this condition is violated, the employment contract is canceled.

Also, the employee is obliged to provide the company with the following documents:

1. The passport.
2. Labor book.
3. Insurance document.
4. Military ID (if available).
5. Diploma of education, as well as documents confirming qualifications.
6. Police clearance certificate (if required).

The enterprise has no right to demand any other documents.

Mandatory clauses of the 2019 employment contract

Some clauses of the employment agreement are required to be entered into the document, with the exception of the details, legally certified and confirmed by special documents. All these conditions are discussed in detail in the table:

Contract clause	Description
Place of work	In the case of employment in a branch - the name of the parent unit, its location.
Wage	Detailed conditions of accrual and the amount of wages.
A specific type of activity.	The full requirements of the organization for the level of education of the employee, as well as an indication of the full requirements that are provided to the employee.
Working hours	A full description of the time that the employee should spend on performing duties, and the time allotted to him for rest (if the regime is different from the generally accepted one).
Special conditions	Safety guarantees and additional rights in case of dangerous and harmful working conditions.
Working conditions	Description of the working conditions of the workplace.
The special nature of the work	Description of the employee's responsibilities, for example, the need for business trips.
Insurance	A legal description of the employee's compulsory insurance.

The labor document may prescribe additional conditions provided by the organization, if they do not violate human rights.

Types of employment contracts

There are three types of employment contracts:

1. Perpetual is a timeless agreement.
   The principle of its compilation is detailed above.
2. A part-time contract is a special type of agreement when an employee is appointed to a certain place, and is able to devote his free time to additional earnings.
3. Fixed-term contract.
   It is necessary to dwell on it in more detail, since this type has its own characteristics.

Fixed-term contract

Is an agreement drawn up by an employee and an employer for a specified period. The document is concluded under the following circumstances.

If the work is temporary or seasonal:

1. an employee is hired for the duration of the legal absence of the main employee;
2. internship work;
3. if the position allows the choice of an employee for a certain period.

The nuance of a fixed-term contract is an indication of the date of the end of cooperation, as well as an indication of the reasons for drawing up a fixed-term contract.

An urgent document in the form of filling out does not differ from an indefinite one, but it necessarily contains a clause in which the start and end dates of the document are indicated.

There are also two features of drawing up a fixed-term contract regarding the probationary period:

• an agreement for a period not exceeding two months should not have a probationary period by law;
• in other situations, the probationary period does not exceed 14 days.

Find out when you can conclude a fixed-term employment contract from the video.

Employment contract of an individual entrepreneur with an employee

All relationships between the employer and his employee are governed by the labor code of the Russian Federation. In such a situation, there is practically no difference between the party hiring an employee, be it an individual entrepreneur or a huge corporation. Indeed, for an individual entrepreneur it is also important to formalize all relationships within the framework of the law, create the necessary conditions for labor activity and further maintain their observance.

According to the established legislation in the Labor Code of the Russian Federation, an individual entrepreneur has the right to hire employees by drawing up two types of contracts. Accordingly, this is an employment contract with an individual entrepreneur and civil law. Employers turn to the second type only when there is a need to perform one-time jobs. But, at the same time, with the help of it, it is possible to formalize an employee whose work specifics do not require compliance with the established time schedule, but the accepted rules of the organization's routine. The civil law contract is divided into three types: contract contract, provision of services and author's order. In turn, the employment contract itself will be drawn up with an employee applying for the main job, so he will be provided with a social package.

Unscrupulous individual entrepreneurs quite often resort to the practice of drawing up a work contract with an employee applying for a permanent job. At the same time, at the legislative level, if he signed this agreement, in the event of his illness or vacation, he will not be paid any funds. The employee himself, through his ignorance, will regularly perform his duties, which fall under the main labor contract.

As already noted, this is a fairly common practice, since it saves money, and also makes it possible to fire an employee if he does not suit the employer in some way. However, if the employee himself is at least a little legislatively literate, then he can submit a written complaint to the labor inspectorate, which will subsequently turn into big problems for such an individual entrepreneur. Also, in the case of the start of the inspection, the employer will have to prove his justification for choosing a particular type of contract.

If an individual entrepreneur wants to hire an employee for up to three calendar months, then the conclusion of the employment contract itself will not be mandatory. However, if they still resort to it, then the clause on the probationary period with the necessary time interval can be reflected. In this case, such an agreement can subsequently be terminated upon notification of the employee three days in advance. During this period of time, the employer will have to spend all financial contributions to social funds and pay compensation to the employee for unused vacation.

Employment contract of individual entrepreneur with the seller

One of the important indicators of a profitable business is a well-selected qualified staff. If the activity is related to sales, then the main person on whom the entrepreneur's income depends is the seller. But choosing the right staff is not the main thing, it still needs to be formalized.

Probationary employment contract

Any company manager has the right to decide on an individual basis whether or not to establish a trial period. But if such a period is established, it must be formalized in an official document - an employment contract. In which a prerequisite is a clear indication of the duration of the trial, wages and other social issues. These details must be legally correct.

According to the legislation of the Russian Federation, the trial period is not intended for:

• persons who have not reached the age of majority;
• pregnant women;
• women who are raising children under one and a half years old;
• persons who got a job in an organization by competition;
• persons transferred from one specialty to another within the same company.

The registration of an applicant with a test period takes place on equal terms and conditions with employees who are accepted into production without a test period. Such applicants must be provided to the personnel department of the enterprise:

When applying for a job with a trial period, you must issue an order in which all the nuances will be recorded. Further, the employer needs to prescribe specific criteria according to which the newcomer will be assessed at the workplace. Such a negative assessment immediately in the future will be proof that the new employee could not pass the probationary period.

If an employee was absent from work during the probationary period for a valid reason, the employer may extend the probation for as many days as this employee missed.

Dismissal when passing a test at the enterprise

Termination of an employment contract when checking an applicant may be initiated by:

• employer;
• employee.

In the first case, the termination of the contract is often due to low qualifications, which the employee showed during the trial period. Thus, the head of the company has the right to dismiss such a subordinate at the time of the audit, or after its completion. But, for such an action, the director of the institution needs to document the illiteracy of the employee, since the unconfirmed facts, the dismissed employee can appeal to the judicial institutions.

And if the judicial authorities recognize him as an injured party, then the employer will be obliged to take the dismissed employee to the same place, but without any preliminary checks.

In addition to the illiteracy and low qualifications of an employee, the employer may terminate the employment contract with him due to:

• absenteeism (which is not confirmed by any document);
• sloppiness;
• violations of the internal labor schedule.

The dismissal of a non-recommended employee will be legally competent if the head of the company notifies him in writing against signature three days before the actual settlement, or before the end of the test check. Such a notice must indicate the reason for the dismissal with reference to the clause or article of the violated legislation.

Termination of an employment contract on the initiative of a subordinate is a legal action, and most often occurs through the fault of the employer. In order to resign of his own free will, an employee of the organization must write a letter of resignation, in which it is absolutely not necessary to indicate the reason for the dismissal.

In case of dismissal of his own free will during or at the end of the probation period, the manager legally has the right to demand work from the subordinate. The term of which is two weeks. This feature is usually determined by agreement of the two stakeholders, but if this does not happen, this issue is resolved with the help of legislative acts and lawyers.

Employment contract with the chief accountant

The legislation of the Russian Federation does not provide for the rules for drawing up this document.

The organization can design its own form or use a sample of industry standards.

• According to the legislation, an agreement with a candidate for the position of chief accountant is signed for an indefinite period.
• But it is allowed to draw up a fixed-term employment contract.
• Its term should not exceed five years.
• It cannot be extended for the same period.
• When a fixed-term contract is extended, it becomes indefinite.
• To conclude a contract with an accountant for another five years, you must first fire him, and then conclude a new contract.
• At the same time, management is obliged to notify in writing about the upcoming dismissal, but no later than three days before the upcoming dismissal.
• The trial period is prescribed in it and should not exceed six months and depends on the duration of the contract.
• When employed for six months, the probationary period should not exceed two months.
• Absence from work due to illness is not included in the probationary period.

The list of the rights and obligations of the chief accountant must be given in the job description of the organization and reflected in the contract. The basis is the Qualification Handbook of the positions of managers and employees, which has a recommendatory character. The contract should clearly state that the chief accountant is subordinate to the head of the enterprise.
The responsibility of the chief accountant for accounting is also enshrined in the acceptance agreement, unless otherwise provided by the internal regulations of the organization.
Let's separately pay attention to the fact that the chief accountant should not have double subordination (to the director and the financial director at the same time).
The clause on commercial secrets and their nondisclosure must be recorded in the employment contract.
The head is obliged to additionally familiarize, under the signature of the new chief accountant, with the list of information subject to non-disclosure and responsibility for information leakage.
The clause on liability can be written down in the contract.

The employment contract with the chief accountant contains the following main points:

• general provisions;
• the rights and obligations of an employee;
• the rights and obligations of the manager;
• wages, social guarantees;
• time of work and rest;
• responsibility of the parties;
• terms of termination of the contract;
• final provisions.

The section "General Provisions" prescribes the duration of the contract and the probationary period, place of work and working conditions, and the beginning of work.

The section "Rights and obligations of an employee" specifies in detail the employee's right to comply with working conditions and remuneration.

Responsibilities of the chief accountant for organizing the work of the accounting department, if any, maintaining accounting, etc.

The section "Rights and responsibilities of the manager" lists the responsibilities of management to ensure the employee the ability to perform their production functions.

Sections "Remuneration ..." and "Working hours ..." contain information on remuneration, the procedure for paying wages, incentives for work, work schedule and the duration of the vacation.

Separately, if necessary, a clause on irregular working hours and incentives for irregular days is prescribed.

In the section "Liability of the Parties", a clause on the material liability of the chief accountant is introduced with legal liability.

Employment contract with a driver: form and sample

The most important point in drawing up an employment contract is the place of work, since the driver does not have a specific place to do the work, as he is constantly on the move.
You can also simply indicate the object (vehicle) on which the driver works.
The work schedule is considered to be quite important: it is also highlighted in the contract.
It is necessary to indicate all the nuances that may arise, since the driver's profession is unpredictable.
This is done so that later there are no conflicts.
On a separate sheet, it is worth considering independent property liability.
This applies to all drivers as well as freight forwarders.
To the latter, on a larger scale, since responsibility arises not only for transport, but also for the cargo.
This is confirmed by the Civil Code of the Russian Federation: "The driver-freight forwarder must be responsible for the cargo that is transported."
Also, the code says that he still has to transfer everything according to the documents to the customer.

Most importantly, there should be two copies of the contract, one for the driver, the other for the employer.

Both the driver and the employer can terminate the contract.

Consider both cases:

1. The driver has every right to terminate the contract, but at the same time warning the director of the company or the person who hired him in writing. The statement often indicates the reasons for leaving, but this is usually not necessary. It is also worth remembering that after applying for dismissal, the employee must work for some more time. So, before the term of dismissal, he can still pick up the document and continue to work in the company;
2. The employer has the right to dismiss his employee in such cases: first, if the company has problems in the market and does not have enough funds to pay for another specialist, second, if the specialist does not cope with direct duties, third, if the employee had many warnings, etc. But in all of the above cases, the employer is obliged to pay the part of the salary that was worked out. Otherwise, legal bodies may be involved in this case.

When the term expires, the employee, in this case the driver, must come to the director of the company and demand from him that he issue a labor book and other documents that must belong to you, which you gave earlier to the director.

Change of employment contract - what you need to remember

Article 57 of the Labor Code of the Russian Federation lists the main conditions without which it is impossible to change the employment contract - if they are violated, all actions can be challenged in court. But if both parties have a desire to make their own changes, you can change any provision of the contract - if she from the parties forces the other (more often it happens that the employer does this in relation to his employees), this can also cause legal proceedings.

First of all, in order to make changes, an additional agreement to the contract should be drawn up, which is printed in several copies and signed by the employee himself and the representative of the legal entity (company).

One copy of the document is transferred to the specialist, the second remains for storage in the archives of the organization. In this case, the copy that remains with the legal entity must necessarily contain the signature of the employee with whom the employment contract is being changed, that he has a second copy. An additional agreement is an important part of the agreement that regulates the relationship between the employee and his employer.

What can be changed and how to do it

The main goal of any employment contract is to fix the conditions for the activities of the company's employees. That is why we will consider what exactly can be changed in it.

First of all, this is the work schedule. If it has any differences from what has already been adopted by the company, it should definitely be written in the employment contract. In case of any changes in the document - for example, changing the schedule of the regime, they are introduced into the additional agreement. If the employee will carry out his activities according to the schedule adopted by the company, it is not necessary to enter data on his schedule into the contract - all the conditions are spelled out in the regulations, with which you just need to familiarize the employee with signature.

Another important point in the document is the salary level. The Labor Code of the Russian Federation does not allow the use of such formulations as "the employee's earnings are determined by the staffing table" - the document must contain the salary, bonus conditions, etc. By the way, if employers refuse to do this, the future employee has the right to sue the company for violating the Labor Code of the Russian Federation.

At the same time, amendments to the contract at the initiative of the director who wants to reduce the employee's earnings is possible if the employee agrees. Naturally, no one will do this, because many managers are cunning: they change the schedule in such a way that the employee's earnings decrease. This is also a violation of the law and may lead to legal proceedings.

Any adjustments are made out by drawing up an additional agreement, which should contain the following:

• The number and date of the document to which the corrections will be made.
• Place and date of the agreement.
• Full name of the manager and employee, their positions.

In the text, we prescribe all the conditions for changes about which agreements have been reached - for example, about changing the work schedule or the salary of a specialist. This document does not have a general form, but it is better to fill it out on an official letterhead, taking into account the company's regulations. The additional agreement is certified by the company seal and signatures of representatives.

It is important to remember: if changes to the employment contract, whatever they were, were made without the knowledge of the employee, this leads to violations of the Labor Code of the Russian Federation, which means that the specialist has the right to appeal against such adjustments.

For example, you noticed that your salary was lowered in the contract - after you file a lawsuit or the labor inspectorate, your employer will be forced to restore your wages, pay the difference and pay interest accrued for the delay.

Before making changes to the terms of the contractual relationship, the employer must notify the employee about the upcoming procedure. This must be done in writing, within a statutory period.

The general provisions of the Labor Code state that it is possible to change the terms of employment contractual relations only with the consent of both parties. But, Art. 74 TC includes some exceptions. The employer must warn the person about changes in the essential conditions of the contractual relationship for organizational or technical reasons. Therefore, it is allowed to amend the current contract:

• at the initiative of an employee, with the consent of the employer;
• due to changes in organizational and technical working conditions.

But, with the latter option, the company's management must prove the impossibility of working under the same conditions as before. It is obliged to notify the hired personnel in writing about the changes, indicating the reason that caused them.
The head of the enterprise must notify the employee about the upcoming changes in the following terms:

• for enterprises 2 months before the date of changes;
• entrepreneurs and other citizens must do this in 2 weeks;
• religious organizations are required to notify an employee of upcoming changes one week in advance.

There is a general procedure for notifying employees:

1. No later than two months in advance, employees are sent a written notice of upcoming events.
2. It is handed over personally against signature or sent by mail. This document should specifically describe the essence and causes of the current circumstances. And also the notification must contain all vacancies for the transfer. An employee who refuses to transfer is subject to dismissal.
3. If he is not opposed to changing working conditions, he must give written consent.
4. The next step is to issue a corresponding order for the enterprise.
5. An additional agreement is drawn up, indicating all changes.

When the essential terms of the contractual relationship change, the employee is notified accordingly. Such changes do not require the consent of the employee. Within two months, the employee must agree to the upcoming procedure or quit. An employer can provide a person with another vacant unit. But, usually, there are no such places, and the person is forced to simply quit if he does not agree with the changes made to the employment contract.

It should be noted that this situation is extremely convenient for the head of the enterprise. However, he is not obliged to pay compensation for liquidation. When people are fired under this article, the enterprise is obliged to pay severance pay within three months. Therefore, quite often employers disguise the reduction of people as a change in essential conditions.

If such a situation arises, the employee has the right to file a claim with the court and demand to change the basis for dismissal, as well as to pay redundancy benefits. But, it should be noted that the plaintiff will have to provide evidence that the reason for the dismissal was precisely the organizational or technical conditions.

As a rule, these concepts are understood as the abolition of branches or the creation of a new enterprise requiring more qualified employees. Practice shows that judges generally take the side of the hired worker and force the enterprise to pay compensation payments, as well as change the article of dismissal.

Responsibility for violation of the requirements of the employment contract

An employment agreement is drawn up to protect the rights of a person when hiring. If the provisions specified in the employment agreement are violated, this is followed by certain responsibilities. Depending on the type of violation, the fine for abuse of one's position can reach up to 200 thousand rubles.

Responsibility can be:

1. Criminal - arises in the case of the dismissal of a pregnant woman or a woman who has a child under 3 years old, and in case of non-payment of wages.
2. Material - for late payment of wages or vacation pay.
3. Administrative - any violations by the employer of legally correct clauses of the relevant documents.
   Administrative responsibility arises most often.
4. Legal - arises for causing all kinds of moral and physical harm.

The person violating the contract will bear some responsibility, but for this the other party, that is, the employee, must report the violation to the appropriate institutions.

Thus, an employment contract must be drawn up in compliance with all formalities.

Compliance with the rules of the agreement gives a guarantee of fruitful cooperation, which will suit the employee.

A description of working conditions and dates of the beginning and end of cooperation is mandatory in the form. Liability is provided for violation of the terms.

How to conclude an employment contract can be found in the video.

In contact with

No store is complete without a seller, and no official employment is complete without signing an employment contract. Therefore, when a seller is hired, an agreement is signed with him without fail. If the parties have come to an agreement orally, then this must be confirmed in writing (details of the corresponding agreement -).

The employer, or rather the representatives of the personnel department, prepare the text of the TD in two copies (in the case of more important positions, such as the chief accountant, even additional copies can be prepared: details are in the article at the link). As a rule, they have one template, where only the data corresponding to the position fits. The employee himself only needs to sign and pick up one of the copies. The first section of this document is its subject, where the basics of labor relations are recorded.

Important! The sellers are often people under the age of 18. There are a number of nuances in relation to documents, and the contract also has its own separate sample. An employment contract with a minor employee, a sample of 2018 can be found in the article at the link.

Further, there are necessarily sections that highlight the rights, and then the responsibilities of each party. Responsibility, payment, working hours - all this is also included in the content of the document concluded during employment.

Features of drawing up an employment contract with the seller

One of the features of the preparation of this document is the fact that the position called "salesperson" is rare. They often try to combine several responsibilities in one position.

Therefore, the prefix "consultant" or "cashier" is added. Another feature is that before drawing up the TD, you need to take an inventory so that the employee has an idea of \u200b\u200bwhat is available. In the text of the agreement, every single one of the duties of the employee should be prescribed.

Among those encountered, the following responsibilities should be highlighted:

• customer service;
• acceptance of incoming goods;
• inventory;
• packaging;
• reporting.

After the mutual signing, you should also issue an order and enter the information in the work book. Also, the data on the employee is sent to the FIU. Employers are given 10 days for this.

Employment contract of individual entrepreneur with the seller

After entering the full name and data about the entrepreneur, information about the newest employee is recorded. The content of the agreement is standard. The date of compilation and place are indicated.

It is also specified when the employee will officially begin to perform duties to the individual entrepreneur. The responsibilities themselves should be listed in great detail. Everything related to the labor regime and insurance conditions also fits into the text of the entrepreneur.

You can download a sample of this document at the link:

Employment contract with the seller-cashier

The cashier must perform not only the duties of the seller, but also a number of functions. He is required to work efficiently at the checkout. He should be well acquainted with the cash registers. The list of his duties includes, among other things, the identification of counterfeit bills. Also, such employees are required to be able to perform non-cash payments.

Other features worth mentioning:

• recording information in the cash register;
• generating reports using the cash register;
• registration of the purchase of goods through terminals using customer bank cards;
• elementary actions for operating the cash register - for example, employees undertake to fill them with tape.

The exact list of functions depends on the equipment at the cashier's workplace. For example, if there is an ultraviolet detector in a store or other point of sale, then with its help you must be able to find spoiled money.

Employment contract with the seller of food products

The TD itself with the one who will sell food products is practically no different from other options for agreements.

The main feature is a mandatory requirement for passing a medical examination in order to ensure the norms established by law on hygiene standards.

Therefore, when this document is drawn up, the individual entrepreneur, in the list of responsibilities, includes a regular medical examination.

Employment contract with a seller of non-food products

This seller should serve buyers and advise clients on their properties and quality.

A sample that is drawn up with a non-food salesperson looks like this:

Download a template of an employment contract with a seller

It is already completely ready for use. Therefore, the employer can simply download it and enter their own data, as well as information about the accepted employee. If the employment contract is urgent, then it will be correct to enter the exact date until which it is valid.

represented by a person acting on the basis, hereinafter referred to as " Employer", On the one hand, and a citizen, passport (series, number, issued), residing at the address, hereinafter referred to as" Employee", On the other hand, hereinafter referred to as" Parties", Have concluded this agreement, hereinafter referred to as the" Agreement ", as follows:

1. THE SUBJECT OF THE AGREEMENT

1.1. The employee is hired for the position of the Seller c.

1.2. This Agreement is an Agreement: at the main place of work.

2. TERM OF THE CONTRACT

2.1. This Agreement is concluded for an indefinite period.

2.2. The employee undertakes to start performing the duties provided for in clause 3.2. paragraph 3 of this Agreement "" year.

2.3. This Agreement establishes a trial period of months.

3. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE

3.1. The employee has the right to:

3.1.1. providing him with work stipulated by the employment contract;

3.1.2. a workplace that meets the conditions stipulated by State standards of organization and labor safety and the collective agreement;

3.1.3. complete reliable information about working conditions and labor protection requirements at the workplace;

3.1.4. protection of personal data;

3.1.5. working hours in accordance with applicable law;

3.1.6. Time relax;

3.1.7. wages and labor rationing;

3.1.8. receipt of wages and other amounts due to the Employee on time (in case of delay in the payment of wages for a period of more than 15 days - to suspend work for the entire period until the payment of the delayed amount with the notice of the Employer in writing, except for the cases provided for by Article 142 of the Labor Code RF);

3.1.9. guarantees and compensations;

3.1.10. professional training, retraining and advanced training;

3.1.11. labor protection;

3.1.12. association, including the right to form and join trade unions to protect their labor rights, freedoms, and legitimate interests;

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

3.1.14. collective bargaining and the conclusion of collective agreements and contracts through their representatives, as well as information on the implementation of the collective agreement;

3.1.15. protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law;

3.1.16. resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation, other federal laws;

3.1.17. compensation for harm caused to the Employee in connection with the performance of his job duties and compensation for moral damage in the manner established by the Labor Code of the Russian Federation, other federal laws;

3.1.18. compulsory social insurance in cases stipulated by federal laws;

3.1.19. benefits, compensation, material assistance and additional guarantees established by the collective agreement and the wage system in force at the enterprise;

3.1.20. making proposals to the administration of the enterprise for improving the work, relating to the obligations of the Seller and the entire enterprise as a whole;

3.2. The employee assumes the fulfillment of the following duties:

3.2.1. ensures the uninterrupted operation of the commodity section, is at his workplace during the entire working time and can leave his workplace only if it is replaced by another Seller with the consent of the Section Head (Deputy Section Head);

3.2.2. provides preventive and courteous service to customers, creates for them the necessary conditions for the selection and familiarization of the goods they are interested in, monitors the absence of violations of trade rules, takes measures to ensure the absence of queues;

3.2.3. performs a full pre-sale preparation of goods (checking the name, quantity, completeness, grade, price, labeling compliance, unpacking, visual inspection, etc.);

3.2.4. informs his immediate supervisor, and, if necessary, the administration of the enterprise about cases of detection of goods that do not meet the requirements of pre-sale preparation;

3.2.5. places and lays out goods by groups, types, taking into account the commodity neighborhood, frequency of demand, convenience of work;

3.2.6. carries out the offer and display of goods to buyers; assists buyers in the selection of goods, advises buyers on the purpose, properties, qualities of goods, on the rules for caring for goods, on prices, on the offer of interchangeable goods, new and related goods, calculates the purchase price, issues a receipt, issuing a passport (other document ) for goods that have a warranty period; makes the packaging of the purchase, the issuance or transfer of the purchase for control, the exchange of goods;

3.2.7. controls the availability of goods in the trade section, checks the quality, expiration dates of goods, checks the availability and compliance of markings, price tags on goods;

3.2.8. monitors the safety of goods, commercial equipment and other material values;

3.2.9. takes measures to prevent and eliminate conflict situations;

3.2.10. informs the management about the existing shortcomings in customer service, takes measures to eliminate them;

3.2.11. maintains a friendly atmosphere in the workplace, sets a personal example in customer service. The seller must be patient, attentive, polite in the selection and examination of goods by buyers. When handing over the purchase, the buyer should thank him.

3.2.12. ensures cleanliness and order at the workplace, in the commodity section, as well as in the trading floor as a whole;

3.2.13. observes labor and production discipline, labor protection rules and regulations, industrial sanitation and hygiene requirements, fire safety and civil defense requirements;

3.2.14. executes orders and orders of the direct management and administration of the enterprise;

3.2.15. is in the workplace in uniform, must have a neat appearance;

3.2.16. concludes an agreement on full liability at the first request of the Employer in accordance with applicable law.

3.3. The employee must know:

3.3.1. basic regulations, rules and regulations governing the relationship between the seller and the buyer;

3.3.2. Forms, procedure and methods of trade and cash reporting;

3.3.3. standards, specifications and features of the products sold;

3.3.4. selling retail prices, assortment of goods sold;

3.3.5. storage and transportation conditions for the products sold by the Company;

3.3.6. current forms of accounting and reporting;

3.3.7. business ethics;

3.3.8 psychology and principles of sales;

3.3.9. structure of the retail sales department;

3.3.10. documents, orders and regulations governing intra-company relations;

3.3.11. internal labor regulations;

3.3.12. be able to use a cash register in work;

3.3.13. own a computer at the level of a confident user, including the ability to use computer programs for accounting for goods.

4. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

4.1. The employer has the right:

4.1.1. to conduct collective bargaining and conclude collective agreements;

4.1.2. encourage the Employee for conscientious and effective work;

4.1.3. require the Employee to fulfill his labor duties and respect the property of the Employer and other employees, to comply with the rules of the organization's internal labor regulations;

4.1.4. to bring the Employee to disciplinary and material liability in the manner established by the Labor Code of the Russian Federation, other federal laws;

4.1.5. to adopt local regulations;

4.2. The employer is obliged:

4.2.1. comply with laws and other regulatory legal acts, local regulations, the terms of the collective agreement, agreements and labor contracts;

4.2.2. ensure occupational safety and conditions that meet the requirements of occupational safety and health;

4.2.3. provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of his job duties;

4.2.4. pay in full the salary due to the Employee within the terms established by the Labor Code of the Russian Federation, the collective agreement, the internal labor regulations of the organization, this Agreement;

4.2.5. carry out compulsory social insurance of the Employee in accordance with the procedure established by federal laws;

4.2.6. compensate for harm caused to the Employee in connection with the performance of his job duties, as well as compensate for moral harm in the manner prescribed by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts.

5. WARRANTIES AND COMPENSATIONS

5.1. The Employee is fully covered by the benefits and guarantees established by legislation and local regulations.

5.2. Damage caused to the Employee by injury or other damage to health associated with the performance of his job duties is subject to compensation in accordance with the labor legislation of the Russian Federation.

6. REGIME OF LABOR AND RECREATION

6.1. The employee is obliged to perform the labor duties provided for in clause 3.2 of paragraph 3 of this Agreement during the time established in accordance with the internal labor regulations, as well as in other periods of time that, in accordance with other regulatory legal acts, refer to working hours.

6.2. The employee is assigned an hourly working week with a standardized working day.

6.3. The Employer is obliged to provide the Employee with time for rest in accordance with the current legislation, namely:

• breaks during the working day (shift);
• daily (inter-shift) vacation;
• weekend;
• non-working holidays;

6.4. The employer is obliged to provide the Employee with annual paid leave with a duration of:

• main vacation of calendar days (at least 28 days);
• additional vacation days.

7. TERMS OF PAYMENT

7.1. The Employer is obliged to pay the Employee's labor in accordance with laws, other regulatory legal acts, collective agreements, agreements, local regulations and an employment contract.

7.2. This Agreement establishes the following salary:.

7.3. Payment of wages is made in the currency of the Russian Federation (in rubles).

7.4. The employer is obliged to pay wages directly to the employee in the following terms.

7.5. The employer is obliged to pay wages to the Employee:.

8. TYPES AND CONDITIONS OF SOCIAL SECURITY

8.1. The employer is obliged to carry out social insurance of the Employee provided for by the current legislation of the Russian Federation.

8.2. Types and conditions of social insurance directly related to work:.

8.3. This Agreement establishes the obligation of the Employer to carry out the following types of additional insurance of the Employee:.

9. LIABILITY OF THE PARTIES

9.1. The seller is responsible for:

9.1.1. non-fulfillment, improper fulfillment of functional duties;

9.1.2. inaccurate information about the status of execution of the tasks and orders received, violation of the deadlines for their execution;

9.1.3. failure to comply with orders, orders of the direct management and administration of the enterprise;

9.1.4. violation of labor regulations, fire safety and safety rules established at the enterprise;

9.1.5. disclosure of commercial secrets;

9.1.6. loss, damage and shortage of goods and other material values \u200b\u200bin accordance with applicable law.

9.2. The party to the employment contract that caused damage to the other party shall compensate this damage in accordance with the current legislation of the Russian Federation.

9.3. This Agreement establishes the following liability of the Employer for damage caused to the Employee.

10. DURATION OF THE CONTRACT

10.1. This Agreement enters into force from the date of its signing by the Employee and the Employer and is valid until its termination on the grounds established by the legislation of the Russian Federation.

10.2. The date of signing this Agreement is the date indicated at the beginning of the Agreement.

11. FINAL PROVISIONS

11.1. Disputes arising between the parties in connection with the execution of this Agreement are resolved in the manner prescribed by the labor legislation of the Russian Federation.

11.2. This Agreement is made in 2 copies and includes.

11.3. Each of the parties to this Agreement owns one copy of the Agreement.

11.4. The terms of this Agreement may be changed by mutual agreement of the parties. Any changes to the terms of this Agreement are formalized in the form of an additional agreement signed by the parties, which is an integral part of this Agreement.

Signature: