1s 8.2 vacation with subsequent dismissal
An employee can use the vacation due to him immediately before dismissal (part 2 of article 127 of the Labor Code of the Russian Federation). This right can only be exercised by employees whose dismissal is not caused by their guilty actions (see the list of such in Article 81 of the Labor Code of the Russian Federation). An employee must fill out a request for leave with subsequent dismissal in writing.
Not later than 3 days before the start of the vacation, it is necessary to pay the employee vacation pay, and the remaining payments (salary for hours worked, compensation for unused vacation etc.) must be paid on the last working day (i.e. on the day preceding the first day of vacation) (part 9 of article 136 of the Labor Code of the Russian Federation, article 140 of the Labor Code of the Russian Federation).
For information on how to calculate payment for the period of the main annual leave with subsequent dismissal in the program "1C: Salary and Personnel Management 8" (rev. 3), see new article reference book "Personnel accounting and settlements with personnel in 1C programs":
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"1C: Salary and personnel management 8" (rev. 3.0). Registration of leave with subsequent dismissal (+ video)
The video was made in the program "1C: Salary and Human Resource Management 8" release 3.0.23.
IN information system 1C: ITS in the section "The auditor answers" explains that in the case of a vacation followed by dismissal, in fact, the last day of work is the day preceding his first day of vacation. Therefore, it is necessary to make the final settlement with the employee on the last working day before the vacation.
In the program "1C: Salary and Human Resources Management 8" version 3.0, there is no restriction on the dismissal of an employee on the last day of vacation, but it is important to follow the sequence of documents. First, you need to register a vacation in the program (menu Personnel - Holidays). This will change the information on the remainder of vacations. Then, on the same day, you can issue a dismissal order (menu Personnel - Appointments, Transfers, Dismissals), in which the date of dismissal coincides with the last day of vacation. On a bookmark Accruals and deductions final settlement is made. Vacation compensation is calculated taking into account the vacation ending on the day of dismissal.
Note! If this sequence is violated, the program will not be given the opportunity to correctly calculate the remainder of vacations.
Vacation followed by dismissal in 1s zup
Related Articles
Often, an employee, before finally leaving his place of work, takes all the unpaid leave. Employers also have nothing against providing next vacation with subsequent dismissal, since there is no need to pay workers monetary compensation.
It is much more profitable to send a person on another vacation, followed by dismissal, than to incur significant financial costs. Leave with further dismissal can be more than annual leave. The employee has the right to take all uncleared days, this is especially true for persons who have not been on vacation for a long time. In this article, we will consider how to issue and register a vacation with subsequent dismissal in 1c 8.2 zUP.
Staffing the next vacation with subsequent dismissal
For the correct registration of leave with subsequent dismissal in 1c zup, you need to know the norms of legislation on this issue and strictly observe them. The specifics of the granting of such leave is that the labor relationship is terminated and the contract is terminated on the last day of the vacation, and the calculation is made and all required documents need on the last day of a person's work, i.e. on the last day before vacation. For example, programmer Kotov goes on vacation for 7 days with further dismissal on October 10, 2016. In this case, it is necessary to make a full settlement with Kotov on October 7 (his last working day), and the employment contract will be terminated with Kotov on October 16, 2016.
What documents need to be prepared?
When taking a vacation with further dismissal, a staff member must prepare the following documents:
Calculation of the amount of vacation pay if the employee does not take all the vacation
In practice, situations arise when, when granting the next vacation, followed by dismissal, the employee still has unprocessed vacation days. Let's take an example of how to pay vacation pay in this case. Engineering communications specialist R.I. Loshkin goes on vacation with subsequent dismissal from October 26, 2016, while he takes his entire annual leave. .But Loshkin still has 9 days from the previous time. First, you need to determine the number of days taken into account in the billing period, and also calculate the average earnings for one day. Next, multiply the number of uncleared vacation days by daily earnings.
Reflection of vacation followed by dismissal in 1s zup
In the 1c program, there are no obstacles to dismissing a person on the last day of vacation. However, some personnel officers face certain difficulties. For successful reflection, it is necessary to observe a certain sequence of personnel documents. First you need to register your vacation in the program. After that, the information about the rest of vacations is changed. Then, on the same day, you can issue a dismissal order, in which the date of dismissal coincides with the last day of vacation. On the Accruals and deductions tab, the final settlement is made.
In practice, regular leave followed by dismissal is provided to employees quite often. For correct execution, it is necessary to strictly observe the dates of drawing up certain documents. The vacation order must be dated the last working day of the employee. A termination order employment contract is also prepared on the last day before the vacation, but contains a link that the relationship itself ends on the last day of the vacation. It is also extremely important to correctly calculate the amount of vacation pay, if a person does not take all uncleared days. Registration of leave with subsequent dismissal in 1c zup is not difficult if you carry out documents in a certain sequence.
How to reflect payments on vacation with subsequent dismissal in 1C ZUP 8.3?
Good day.
The problem is this: the employee went on vacation with subsequent dismissal, from 06/27 to 07/24. Accordingly, the date of dismissal is 24.07.
Three days before the start of the vacation, vacation pay is listed. On the last working day - 06/26/18 - the salary for June was transferred + compensation for unused vacation.
BUT! when the payroll is formed, the amount of compensation for unused vacation does not fall into the accruals for June, and, accordingly, this amount at the end of June remains "hanging" as an overpayment to the employee.
ZUP decided that this is the July accrual (most likely due to the date of dismissal) and puts it in the July statement.
But I put JUNE in the accrual document, the date of payment is 06/26/18.
And since charges for June ZUP considers without this compensation, then the contributions for June are considered less than necessary.
Please help me figure it out. HOW to “explain” to the program that if I accrue compensation in JUNE, then it should be included in the statement in JUNE?
UDP: problem solved. The consistent re-posting of documents for this employee helped - from the accrual of vacation pay to the payment of salary and compensation.
The topic can be closed.
ZUP. Vacation followed by dismissal. The number of days of payment.
The employee was issued a vacation with subsequent dismissal. As far as I understand, the program calculates vacation compensation in accordance with Art. 121 of the Labor Code of the Russian Federation - that is, vacation is included in the billing period. There was a disagreement with the customer's HR department, who believe that only the last working date should be included in the calculation period to determine the number of vacation compensation days. Here is their position:
When an employee is granted leave with subsequent dismissal, all calculations are made before going on vacation, since after its expiration the parties will no longer be bound by obligations (Determination of the Constitutional Court of the Russian Federation of 25.01.2007 N 131-О-О, letter of Rostrud dated 24.12.2007 N 5277 -6-1).
I would like to clarify who is right here and how to proceed in this case?
(6) See paragraph 3 of Article 13 of the Federal Law "On Compulsory Social Insurance in Case of Temporary Disability and in Connection with Maternity".
(9) To be honest, I did not understand the essence of the problem. From the same ROSTRUD LETTER dated 12.24.2007 No. 5277-6-1
from it: In this case, the last day of vacation is considered the day of dismissal.
from (0) - There were disagreements with the customer's HR department, who believe that only the last working date should be included in the calculation period to determine the number of vacation compensation days. Here is their position:
those. contradiction
(0) no contradictions anywhere or in anything.
introduce your would-be lawyers at least to the Labor Code.
Specifically - article 121.
what could be unclear there?
there is a closed list of periods that are NOT included, and not a single stupid personnel service of a single stupid customer has the right to make changes and additions to the CLOSED list in the Labor Code.
pS: this is such an unambiguously readable paragraph (121 TC) that any labour Inspectorate and any court will easily and happily hang by the balls of your would-be specialists from the personnel department.
quote:
“The length of service, which gives the right to the main annual paid leave, includes:
time when the employee did not actually work, but for him in accordance with labor legislation and other regulatory legal actscontaining labor law norms, collective bargaining agreements, agreements, local regulations, the employment contract retained the place of work (position), including the time of annual paid leave, non-working holidays, days off and other days of rest provided to the employee; "
all.
the Labor Code does not say anything about the features of dismissal or anything else.
the Labor Code explicitly states that annual paid leave is included in the length of service.
and not a single letter (by the way, saying nothing about seniority, but just talking about the timing of the calculation and no more), in any case, not a single letter can surpass the Labor Code.
Vacation followed by dismissal
All employees, according to the law, have the right to leave after six months of work.
There is an opportunity to immediately quit after vacation, and this is stated in Art. 127 of the Labor Code of the Russian Federation.
If the employee decided to terminate the employment contract, then receive a vacation with subsequent dismissal according to on their own he can in 2 cases:
- consent of the head of the company
- unpaid vacation due (the employee has the right to receive 2.33 days of vacation for each month of work).
- on vacation with subsequent dismissal
- for dismissal of their own free will with an indication of the reason
- on the provision of vacation (based on the first application of the employee)
- on termination of the employment contract (based on the second application of the employee)
If the company's management refused to grant leave to the dismissing employee, then monetary compensation must be paid (Article 81 of the Labor Code of the Russian Federation).
If an employee commits guilty actions, leave with subsequent dismissal is not granted.
Even a conscientious employee is not at all obliged to grant leave before termination of the employment contract, but the head of the organization has the right to pay compensation for unused days.
This means that an employee can get a vacation with subsequent dismissal only by mutual agreement with the manager.
In this case, the employee must draw up 2 statements:
HR department draws up 2 orders:
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Atypical situations of accounting for vacations in the program "1C: Salary and personnel management 8"
Example: Employee E.V. Kovalenko was granted another paid vacation from 11.06.2012 to 25.06.2012. The amount accrued to the employee during the vacation was: 11,904.76 rubles. While on vacation, the employee fell ill, temporary disability lasted from 20.06.2012 to 30.06.2012 (10 calendar days). The leave was extended by the number of days that coincided with the period of temporary disability.
The personnel officer-calculator must perform the following actions:
- Register and accrue the next paid vacation.
- Register the employee's absence from work after the end of the vacation.
- Register the period of temporary disability and calculate temporary disability benefits.
- Calculate and register the extension of the vacation.
In the previous article, we described in sufficient detail how to register employees' leave in the "Salary and Human Resources 8" program. Now we will just recall what documents are used to do this. The vacation order is drawn up in the program using the document "Holidays of organizations" (Personnel records - Accounting for absenteeism - Holidays of organizations). The amount of vacation accruals is made using the document "Vacation accrual for employees of organizations" (Calculation of salaries by organizations - Absences - Accrual of vacation for employees of organizations).
Let us dwell in more detail on the registration of the employee's absence from work at the end of the vacation.
After the end of the vacation, EV Kovalenko was supposed to go to work on June 26, 2012. However, due to illness, she did not go to work. To reflect this fact in the program, you must enter personnel documentregistering the absence of an employee from work for an unexplained reason - "Absenteeism and illness of organizations" (Personnel records - Accounting for absenteeism - Absenteeism and illness of organizations)... The document indicates the start date of the employee's absence and the state is selected "Missing for an unexplained reason" (since the employee has not yet provided a certificate of incapacity for work). In order to correctly calculate the salary Kovalenko E.V. in the month of June, on the basis of the document Absence and illness of organizations, it is necessary to maintain a document "Absenteeism in organizations" (Payroll by organization - Absenteeism - Absenteeism in organizations) by sight "Absence for an unexplained reason", the start date is 06/26/12 and the end date is 06/30/12.
Registration of absenteeism and absenteeism is required in the case when the personnel officer - calculator does not have a certificate of temporary disability. If, for one reason or another, this sick leave is available in personnel service, then it is enough just to enter it into the information base.
Now let's look at how to correctly register the period of temporary disability and the accrual of temporary disability benefits?
In July, the employee went to work and in the next period provided a certificate of incapacity for work, from 06/26/2012 to 06/30/2012. In personnel records, this fact can be registered by entering a correction document "Absenteeism and illness of organizations", which will be a document-correction of the previous similar document with the operation type "Absence for an unknown reason". The document must indicate the start date of the period of temporary disability and select the state "Sick".
Now you need to enter the document "Accrual on sick leave»(Calculation of salaries by organization - Absenteeism - Accrual on sick leave), in which you must indicate the actual start and end date. When calculating benefits for temporary incapacity for work, the part of the vacation pay that falls on the sick leave is automatically reversed. This can be seen on the tab "Sick leave calculation". If the sick leave is registered in the same accrual month as the vacation, then the cancellation is not made, it only becomes necessary to recalculate the previously entered document.
Now let's look at how to register a vacation extension
The extension of vacation in the payroll subsystem is registered using an already known document "Accrual of vacation for employees of organizations"... However, when filling out the document "Accrual of vacation for employees of organizations", you should pay attention to the fact that when extending vacation, payment should be made on the basis of the same average earnings as payment for the main part of the vacation. In order for the average earnings to be calculated during the extension of the vacation in the same way as for the payment of the main part of the vacation, the start date of the vacation should be set correctly. For the start date of the vacation, manually specify the start date of the initial extended vacation: in our example, this is 06/11/2012, and for the paid vacation period, specify the period for which the vacation is extended, i.e. from 30.06.2012 to 10.07.2012. In this case, the average earnings for paying for extended vacation will be calculated in the same way as for paying for the main part of the vacation, the amount of accrued vacation pay will be equal to the sum of vacation pay canceled for days of illness.
And in conclusion, consider the case of providing leave with subsequent dismissal
Because we have considered the issue of registration of an annual leave within the framework of this article many times, we will practically not dwell on this. I would like to remind you that when an employee is granted leave with subsequent dismissal, the last day of leave is considered to be the day of dismissal. after it expires, the parties (employee and employer) will no longer be bound by obligations. When granting leave with subsequent dismissal, the personnel officer draws up two orders:
Let's look at what documents to reflect this vacation-dismissal procedure in the program "1C: Salary and personnel management 8".
Example: Employee Petrov I.F. goes on vacation from 06/29/2012 to 07/12/2012, followed by dismissal. As mentioned above, the personnel officer calculator draws up two orders and two calculations on 26.06.12.
Vacation order - Personnel accounting - Absenteeism - Holidays of organizations (form T6)
Already by known technique through processing "Analysis of no-shows" we calculate vacation pay, thereby entering into the base the regulatory document "Accrual of leave to employees of organizations", calculate and conduct it.
Dismissal order. We create a personnel document in which we indicate the date of dismissal -12.07.2012 (the last day of Petrova I.F.'s vacation) - Personnel accounting - Personnel accounting - Dismissals from organizations (T8)... When specifying the date of the document, the program automatically calculates the number of days of vacation compensation, based on those entered into the database, based on the processing settings "Setting accounting parameters", on the "Personnel accounting" tab.
After the document is posted, a regulated settlement document "Calculation upon dismissal of an employee of organizations" is introduced (Calculation of salaries by organizations - Primary documents - Calculation upon dismissal of employees of organizations). The corresponding personnel document is selected as the basis document, which is selected in the requisite - "Order".
The purpose of this document is to calculate the amount of compensation for unused vacation, which is achieved using the "Calculate" button. Because Petrov I.F. leaves 07/12/12, then the accounting period (for calculating average earnings) is taken from July 2011 to June 2012.
At this point, I would like to complete that there is a letter from Rostrud dated 07.22.10 No. 2184-6-1, in accordance with which the procedure for determining the settlement period for determining the average earnings upon dismissal has been clarified. This clarification applies if an employee leaves on the last calendar day of the month. In this case, the month of dismissal is included in the billing period.
Suppose that I.F.Petrov's vacation ends on 07/31/12. (From 07/04/12- 07/31/12) Then, when calculating compensation by the regulatory document "Calculation upon dismissal of employees of organizations", the calculation period will be from August 2012 to July 2012, fortunately the salary for 2 working days.
Then, with the full settlement of the employee, he will be paid vacation pay, a salary for 2 working days and the amount of compensation for unused vacation, in the calculation, which involves the salary part of July 2012. Repayment of the total amount of settlements with an employee can be made using the document "Salary to be paid organizations ", with the type of payment" Salary ".
You can get more detailed information about typical and atypical situations related to the calculation of vacation pay in the section "Personnel and remuneration" of the disk ITS PROF (subsection - "Personnel records and settlements with personnel in 1C programs")
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In 2019, an employee has the right to ask for leave with subsequent dismissal. Step by step algorithm steps for this procedure and ready samples documents you will find in the article.
In this article, you will learn:
Vacation followed by dismissal: article 127 of the Labor Code of the Russian Federation
The two inalienable rights of every worker - to annual leave and to be fired at any time - sometimes overlap. Then the employer faces the question: is it possible to fire a person who is currently absent from the enterprise, and how to do it correctly. Of all the types of reasons for terminating a contract, we will consider two. This is dismissal of their own free will, regardless of the type of contract, and dismissal due to the expiration of the contract.
The general rule established in Art. 127 of the Labor Code of the Russian Federation, - the employee has the right to exercise the right to rest. Even if after a short time he must leave the organization. In this case, the last day of the "vacation" is considered the last day of work.
Dismissal immediately after vacation occurs without any peculiarities. The employee submits an application on time, at least 2 weeks before the desired date of separation. When this time has passed, an order must be issued. There is no need to rush and issue an order earlier: a person can change his mind and withdraw his application. The final point, the last day will be the day on which 14 days have passed since the application was submitted. It does not matter whether the rest continues at this moment.
How to properly arrange a vacation followed by dismissal in 2019
The employee himself is the initiator of the dismissal procedure. It is with his written application that the filling in of all related documents begins. We will tell you step by step how to arrange them correctly.
Statement
The document is drawn up arbitrarily, without established sample... The main thing is to clearly describe the request and indicate the last day of work. ...
From this moment on, the application is considered endorsed. On it they put the number of the case in which it will be stored, and the marking "in the case". Work begins on the preparation of orders from the head. Since there are, in fact, two situations - rest and termination of the contract, there will also be two orders.
Dismissal order
How to properly issue a vacation order followed by dismissal? To issue an administrative document, the T-8 form or a ready-made template on the letterhead developed by the organization and approved by the head is used.
As a basis, it is necessary to reflect the details of the employee's application (date and registration number). The wording of the reason for dismissal looks like this: “On the initiative of the employee, paragraph 3 of part 1 of Article 77 Labor Code Russian Federation". Make sure that the same words are repeated in the work book.
Leave order
A sample for creating this order is form T-6. It is permissible to use your own sample if it is approved by the company's accounting policy. There are no special features in the design compared to regular vacations. Everything is the same: dates, duration of rest, type, period for which it is provided. If there is an additional vacation, information is added to section B of the T-6 form.
Important: both orders must be signed by the head. Without this, they have no legal force. It is also important to familiarize with the signature of the employee himself and the persons mentioned in the text (for example, an accountant, cashier, direct supervisor). The list of persons depends on the internal structure of the enterprise and the appropriateness.
Familiarization can be provided as a separate block. Sometimes they use separate special magazines or acquaintance sheets. After that, orders are registered and transferred to the case. Then they will be deposited in the array of documents for the current year on personnel.
Time sheet
How to draw up a report card if an employee has gone on vacation from which he will not return? Continue filling it out as long as the person relates to the organization's personnel. Depending on the traditions of the company, standard numeric or alphabetic codes can be used, or our own designs. The main one is marked with code 09 (OT). Additional - 10 (AP). Please note: Holidays do not need to be considered. They are marked separately as 26 (B).
Employment book entry
Information is entered only in strict accordance with the order and the Labor Law, without blots, legibly and accurately. Remember: the amount of an employee's pension may depend on your thoroughness. The dismissal record must be certified by a whole "package": you need the signature of the certifying specialist, the head, and the seal of the company (if any).
Important: check your termination date. It must correspond to the last day of your vacation. It can be a weekend or a holiday, it doesn't matter. Be sure to hand over the book on time, no later than on the last day of the employee's service.
After former employee received a book, he must confirm this fact in the book of accounting for the movement of work books and inserts in them. For this, column 13 of the book is provided. Sometimes it is technically impossible to give the documents in person, or the employee himself refuses to pick it up. In this case, the personnel specialist draws up a letter in which he notifies of the need to pick up the documents and offers to send them by mail. The letter is sent by registered order, with an inventory and notification.
Besides work book, you must fill out a personal card. Section VII reflects the type of rest (in this case - annual), the beginning, end and duration with the unit of measurement of the calendar day, the details of the vacation order.
Then move on to Section XI. It records the day of dismissal, the data of the corresponding order and the basis. After that, the card is certified by the signature of the filling out responsible specialist, the employee himself gets acquainted with it against signature. Then the document is transferred to the case. Important: personal cards must be stored separately.
Military enlistment office notification
If an employee leaving the enterprise is classified as a liable for military service, then an additional burden falls on the personnel specialist. It is necessary to report the dismissal to the commissariat. For this, a form is used, approved by the guidelines for military registration. It is important to do this on time, no later than 14 days from the last day of work.
When to calculate and pay for vacation with subsequent dismissal
The calculation of the due payments is made on the basis of the order of the head. It is important to make all payments on time. Take a look at the cheat sheet prepared by our experts:
1. 3 days before the start of the "vacation" - vacation pay. They are issued separately, without being combined with other amounts. If the day of issue coincided with a weekend or a holiday - issue earlier, transfer forward is illegal.
2. On the last day of work, the following are issued:
- Last month's salary.
- Compensation for unused vacation. Exception: if money is not issued in cash, but transferred to a bank card, a delay of one day is permissible.
3. Based on the terms reflected in the collective or individual contract (or other local regulations), if it exists - severance pay.
Pros and cons of vacation followed by dismissal
Consider what the advantages and disadvantages are in a situation where the dismissal is preceded by a vacation.
For an employee
Of course, the main plus for an employee is free time. It can be spent looking for a new job, or an internship, a trial period with another employer. Many people prefer to rest and recuperate, that is, use it as a recreational period. In any case, this is a good opportunity to take a “pause” before a new stage in your career.
The disadvantages include the inability to change your mind. The fact is that the employer will be required to prepare all payments and documents before the start of the holiday. Therefore, you can return to the organization only if you go through the hiring procedure again. If the boss himself agrees. You can change your mind before the vacation begins, and not later.
For the employer
The manager is often not happy with the situation of rest followed by dismissal. This is logical: the business process will suffer anyway due to the need to replace the employee. And his absence and subsequent dismissal will aggravate the situation and delay the solution of the problem. The pluses include the fact that a person who is not interested in cooperation will leave the organization. You can draw conclusions and find a more motivated employee.
Example: Employee E.V. Kovalenko was granted another paid vacation from 11.06.2012 to 25.06.2012. The amount accrued to the employee during the vacation was: 11,904.76 rubles. While on vacation, the employee fell ill, temporary disability lasted from 20.06.2012 to 30.06.2012 (10 calendar days). The leave was extended by the number of days that coincided with the period of temporary disability.
The personnel officer-calculator must perform the following actions:
- Register and accrue the next paid vacation.
- Register the employee's absence from work after the end of the vacation.
- Register the period of temporary disability and calculate temporary disability benefits.
- Calculate and register the extension of the vacation.
In the previous article, we described in sufficient detail how to register employees' leave in the "Salary and Human Resources 8" program. Now we will simply recall what documents are used to do this. The vacation order is drawn up in the program using the document "Holidays of organizations" (Personnel records - Accounting for absenteeism - Holidays of organizations). The amount of vacation accruals is made using the document "Vacation accrual for employees of organizations" (Calculation of salaries by organizations - Absences - Accrual of vacation for employees of organizations).
Let us dwell in more detail on the registration of the employee's absence from work at the end of the vacation.
After the end of the vacation, EV Kovalenko was supposed to go to work on June 26, 2012. However, due to illness, she did not go to work. To reflect this fact in the program, it is necessary to enter a personnel document registering the employee's absence from work for an unexplained reason - "Absenteeism and illness of organizations" (Personnel records - Accounting for absenteeism - Absenteeism and illness of organizations)... The document indicates the start date of the employee's absence and the state is selected "Missing for an unexplained reason" (since the employee has not yet provided a certificate of incapacity for work). In order to correctly calculate the salary Kovalenko E.V. in the month of June, on the basis of the document Absence and illness of organizations, it is necessary to maintain a document "Absenteeism in organizations" (Payroll by organization - Absenteeism - Absenteeism in organizations) by sight "Absence for an unexplained reason", the start date is 06/26/12 and the end date is 06/30/12.
Registration of absenteeism and absences is required in the case when the personnel officer - the calculator does not have a certificate of temporary disability. If, for one reason or another, this sick leave is available in the personnel service, then it is enough to simply enter it into the information base.
Now let's look at how to correctly register the period of temporary disability and the accrual of temporary disability benefits?
In July, the employee went to work and in the next period provided a certificate of incapacity for work, from 06/26/2012 to 06/30/2012. In personnel records, this fact can be registered by entering a correction document "Absenteeism and illness of organizations", which will be a document-correction of the previous similar document with the operation type "Absence for an unknown reason". The document must indicate the start date of the period of temporary disability and select the state "Sick".
Now you need to enter the document "Accrual for sick leave" (Payroll by organization - Absenteeism - Accrual for sick leave), in which you must indicate the actual start and end date. When calculating temporary disability benefits, the part of the vacation pay that falls on the sick leave is automatically reversed. This can be seen on the tab "Sick leave calculation". If the sick leave is registered in the same accrual month as the vacation, then the cancellation is not performed, only the need to recalculate the previously entered document arises.
Now let's look at how to register a vacation extension
The extension of vacation in the payroll subsystem is registered using an already known document "Accrual of vacation for employees of organizations"... However, when filling out the document "Accrual of vacation for employees of organizations", you should pay attention to the fact that when extending vacation, payment should be made on the basis of the same average earnings as payment for the main part of the vacation. In order for the average earnings to be calculated during the extension of the vacation in the same way as for the payment of the main part of the vacation, the start date of the vacation should be set correctly. For the start date of the vacation, manually specify the start date of the initial extended vacation: in our example, this is 06/11/2012, and for the paid vacation period, specify the period for which the vacation is extended, i.e. from 30.06.2012 to 10.07.2012. In this case, the average earnings for paying for extended vacation will be calculated in the same way as for paying for the main part of the vacation, the amount of accrued vacation pay will be equal to the sum of vacation pay canceled for days of illness.
And in conclusion, consider the case of providing leave with subsequent dismissal
Because we have considered the issue of registration of an annual leave within the framework of this article many times, we will practically not dwell on this. I would like to remind you that when an employee is granted leave with subsequent dismissal, the last day of leave is considered to be the day of dismissal. after it expires, the parties (employee and employer) will no longer be bound by obligations. When granting leave with subsequent dismissal, the personnel officer draws up two orders:
- On the provision of vacation (forms N N T-6 and / or T-6a), approved by the Resolution of the State Statistics Committee of Russia dated 05.01.2004 N 1);
- On dismissal (forms N N T-8 and / or T-8a), approved by the Resolution of the State Statistics Committee of Russia dated 05.01.2004 N 1).
Let's look at what documents to reflect this vacation-dismissal procedure in the program "1C: Salary and personnel management 8".
Example: Employee Petrov I.F. goes on vacation from 06/29/2012 to 07/12/2012, followed by dismissal. As mentioned above, the personnel officer calculator draws up two orders and two calculations on 26.06.12.
Vacation order - Personnel accounting - Absenteeism - Holidays of organizations (form T6)
Already according to the well-known method through the processing of "Absence analysis" we calculate vacation pay, thereby we enter into the base the regulatory document "Accrual of leave to employees of organizations", we calculate and carry it out.
Dismissal order. We create a personnel document in which we indicate the date of dismissal -12.07.2012 (the last day of Petrova I.F.'s vacation) - Personnel accounting - Personnel accounting - Dismissals from organizations (T8)... When specifying the date of the document, the program automatically calculates the number of days of vacation compensation, based on those entered into the database, based on the processing settings "Setting accounting parameters", on the "Personnel accounting" tab.
After the document is posted, a regulated settlement document "Calculation upon dismissal of an employee of organizations" is introduced (Calculation of salaries by organizations - Primary documents - Calculation upon dismissal of employees of organizations). The corresponding personnel document is selected as the basis document, which is selected in the requisite - "Order".
The purpose of this document is to calculate the amount of compensation for unused vacation, which is achieved using the "Calculate" button. Because Petrov I.F. leaves 07/12/12, then the accounting period (for calculating average earnings) is taken from July 2011 to June 2012.
At this point, I would like to complete that there is a letter from Rostrud dated 07.22.10 No. 2184-6-1, in accordance with which the procedure for determining the settlement period for determining the average earnings upon dismissal has been clarified. This clarification applies if an employee leaves on the last calendar day of the month. In this case, the month of dismissal is included in the billing period.
Suppose that I.F.Petrov's vacation ends on 07/31/12. (From 07/04/12- 07/31/12) Then, when calculating compensation by the regulatory document "Calculation upon dismissal of employees of organizations", the calculation period will be from August 2012 to July 2012, fortunately the salary for 2 working days.
Then, with the full settlement of the employee, he will be paid vacation pay, a salary for 2 working days and the amount of compensation for unused vacation, in the calculation, which involves the salary part of July 2012. Repayment of the total amount of settlements with an employee can be made using the document "Salary to be paid organizations ", with the type of payment" Salary ".
You can get more detailed information about typical and atypical situations related to the calculation of vacation pay in the section "Personnel and remuneration" of the disk ITS PROF (subsection - "Personnel accounting and settlements with personnel in 1C programs")
As mentioned above, the personnel officer calculator draws up two orders and two calculations on 06/26/12.
- Vacation order - Personnel accounting - Absenteeism - Holidays of organizations (form T6) Already using the well-known method through the processing of "Absence analysis", we calculate vacation pay, thereby entering into the base the regulatory document "Accrual of vacation to employees of organizations", calculate and conduct it.
- Dismissal order. We create a personnel document, in which we indicate the date of dismissal -12.07.2012 (the last day of vacation Petrova I.F.) - Personnel accounting - Personnel accounting - Dismissals from organizations (T8). When specifying the date of the document, the program automatically calculates the number of days of vacation compensation, based on those entered into the database, based on the processing settings “Setting accounting parameters” on the “Personnel accounting” tab.
Zup 2.5 how to properly arrange a vacation followed by dismissal?
Labor Code of the Russian Federation) Unlike other vacations, annual paid leave that is not used on time can be postponed to the future, and in case of dismissal, it is subject to compensation to the employee. Annual paid vacation Every person who works under an employment contract has the right to vacation (Part.
5 tbsp. 37 of the Constitution of the Russian Federation, art. 21 of the Labor Code of the Russian Federation). At the same time, for the period of the next vacation, the employee, in accordance with labor legislation, retains his place of work (position), as well as average earnings (Article 114 of the Labor Code of the Russian Federation). Paid leave should be provided to an employee regardless of his place of work, shift shifts, form of remuneration, position held, term of the employment contract, organizational and legal form of the employer, etc.
Therefore, vacations are provided, including those who work:
- concurrently (Article 287 of the Labor Code of the Russian Federation);
- on a part-time basis (Art.
Vacation followed by dismissal in 1s zup
Attention
piter3 12 - 12/25/14 - 16:27 (11) no, not frequent and few people obstruct their lives with such pseudo problems. IMHO of course
Important
IBTM 13 - 12/25/14 - 16:43 (10) Where in the program or in life? In the program it is possible, in life it is also possible if you do not owe him anything. IBTM 14 - 12/25/14 - 16:43 (13) to (11) List of forum topics Put your work in order using the configuration 1C "IT department management 8" ATTENTION! If you lost the message input window, press Ctrl-F5 or Ctrl-R or the Refresh button in the browser.
The topic has not been updated for a long time, and was marked as archived.
8.x zup vacation followed by dismissal
StepankovSergei 24.12.14 - 18:53 The employee must be fired, he has 12 days of vacation. From 12/29/2014 to 01/17/2015 we send on vacation, draw up "Dismissal from the organization" date of dismissal 01/17/2015.
In it, he counts another 2 days of compensation. How to send on vacation with subsequent dismissal so that no one owes anything to anyone? Place for ads empty Shrek_yar 1 - 12.24.14 - 19:54 to pay 2 days of compensation shaes 2 - 12.24.14 - 21:48 (0) send to 14 do not offer? StepankovSergei 3 - 12/25/14 - 08:18 If you send to 14, then 2 days will be unworked vacation. since on leave with subsequent dismissal, although the date of dismissal is 17.01, the termination of the employer-employee relationship begins from the date of the last day of the employee's departure to work on 29.12 ... In general, they were sent for 14 and 2 days upon dismissal.
Vacation followed by dismissal
Now let's look at how to correctly register the period of temporary disability and the accrual of benefits for temporary disability? In July, the employee went to work and in the next period provided a certificate of incapacity for work, from 06/26/2012 to 06/30/2012. In personnel records, this fact can be registered by entering a correction document "Absence and illness of organizations", which will be a correction document of the previous similar document with the operation type "Absence for an unexplained reason".
In the document, you must indicate the date of the beginning of the period of temporary disability and select the condition "Sick". Now you need to enter the document "Accrual for sick leave" (Payroll by organization - Absenteeism - Accrual for sick leave), in which you must indicate the actual start and end date.
Step 2: we determine the number of vacation days that the employee is entitled to for the entire period of his work The number of vacation days in calendar days that are due to the employee for the period of his work with the employer (Kp) is determined by the formula: Kp \u003d Kg / 12 * M, where: Kg - the number of vacation days due to the employee per working year; M - length of service with the employer in months, found in Step 1. The resulting number of days may not be an integer number. If the employer decides to round off the number of days, this must always be done in favor of the employee, and not according to the rules of arithmetic (Letter of the Ministry of Health and Social Development dated 07.12.2005 No. 4334-17). This means, for example, that the non-integer number of vacation days 37.3 can be further used in calculations, but if the employer decided to round it up, then the number of days will be 38, and by 37 days.
1s peg 2 5 vacation followed by dismissal
However, if leave without retention wages is provided to the employee with subsequent dismissal, then it is advisable to make the calculation by analogy with the presentation of paid leave with subsequent dismissal - on the last working day preceding the employee's leaving on vacation at his own expense. Sample application for leave with subsequent dismissal An employee who wants to go on vacation with subsequent dismissal, submits a relevant application to his employer: to CEO LLC "Sigma" Rumyantsev V.P.
from the translator of the translation department E.A. Streltsova Application I ask you to provide me with an annual paid leave from 25.06.2018 lasting 3 calendar days, followed by dismissal of your own free will. 06/18/2018 Translator E.A. Streltsova
1s zup 2 5 leave with subsequent dismissal
Therefore, if the duration of the vacation exceeds 14 calendar days, such an employee has the right to go to work on the day of dismissal in order to receive the final calculation and work book. It is important to take into account that the employer does not have the right to call the employee from vacation before its end (Art.
Labor Code of the Russian Federation). Dismissal after vacation of their own free will Nothing changes if the employee decides to leave the employer after returning from vacation at his own expense. With the only difference that up to and including the day of dismissal, the employee must fulfill his labor duties during the notice period, unless, of course, the employer agrees to part with the employee early.
How to calculate the number of vacation days upon termination of employment To calculate the number of vacation days due to an employee, you must: Step 1: Calculate the employee's length of service with the employer. Step 2: Determine the number of vacation days that the employee is entitled to for the entire period of his work. Step 3: Determine the number of vacation days already taken by the employee. Step 4: Calculate the number of off-season vacation days. Step 1: calculate the length of service with the employer in months The answer to the question of what is included in the length of service, which gives the right to annual paid leave, is contained in Art. 121 of the Labor Code of the Russian Federation. The length of service, which gives the right to the main paid leave, gives the right to the main paid leave include: not included: time of actual work time of absence of an employee at work without good reason, incl. in case of suspension from work under Art.
- at home (Article 310 of the Labor Code of the Russian Federation);
- remotely (Article 312.4 of the Labor Code of the Russian Federation).
At the same time, vacation is not provided to persons with whom civil law contracts have been concluded (Article 11 of the Labor Code of the Russian Federation). Regular paid leave: the procedure for granting The working year for which the employee is granted annual paid leave is counted from the date the employee starts working, and not from January 1 (Art.
123 of the Labor Code of the Russian Federation). As for the first year of employment with a new employer, the employee gets the right to take leave after 6 months. But in agreement with the management, a newly-made employee can go on vacation earlier (Article 122 of the Labor Code of the Russian Federation). The next paid vacation can be provided to the employee at any time during the calendar year in accordance with the vacation schedule (Article 122 of the Labor Code of the Russian Federation).