Instructions

Part-time work with the same employer with whom the contract for the main job is concluded is called internal part-time. If a part-time employment contract is signed with another employer, then this is an external part-time job.

The Labor Code of the Russian Federation does not provide for circumstances in which it is impossible to send a part-time worker on business trips. Therefore, internal and external part-time jobs are not an obstacle to sending an employee on a business trip.

In case of an internal part-time job, two personal cards are issued for an employee, a personnel number is assigned for each position (for main job and part-time), and salary, vacation and other payments are charged separately for each position.

If an internal part-time worker is sent to perform work that is associated only with his secondary specialty, then the travel certificate is issued for a part-time worker. In the service assignment for sending on a business trip and a business trip certificate, the position for combining and the corresponding personnel number is prescribed.

In the case of sending an employee accepted on an internal part-time basis on a business trip simultaneously for his main job and part-time work, the employer has the right to issue two business trips and service assignments for the employee in both positions with the same departure / arrival time, in the same the same place. For each profession, a separate order (order) is issued to send the employee on a business trip. In this case, in the time sheet, the letter code for the accounting of the business trip "K" is put down for two positions.

An employee employed by an external part-time worker can also be sent on a business trip by order of the employer to carry out a business assignment outside the place of permanent work. In this case, a business trip for a part-time worker is issued in the usual way according to the unified form No. T-10 and is accompanied by the execution of a job assignment, an order (instruction) to send the employee on a business trip. However, in this situation, a trip to carry out a business assignment must be agreed with the employer at the place of main work.

In the same way, a business trip is issued if it is simultaneously sent by different employers to perform tasks corresponding to labor functions, both at the main and at the combined place of work. The expenses that are reimbursed for the travel report are allocated to the sending employers by agreement between them.

In recent years, the number of people working in several jobs has greatly increased on the territory of the Russian Federation. Labor legislation does not prohibit combining main and non-main labor activities, but only if this does not impair the quality of the work performed by both employers.

In this article, you will learn:

• is it possible to send an external part-time worker on a business trip;
• we arrange a business trip for an external part-time worker;
• features of a business trip of an external part-time worker.

Is it possible to send an external part-time worker on a business trip

Part-time employees are divided into several types:

• internal part-time workers - those who combine several positions on the territory of one enterprise;
• external part-timers - those who combine work at several enterprises.

According to part 4 of article 282 of the Labor Code of the Russian Federation, part-time work is regular and is performed at a time when the employee is free from work at the main place. In accordance with Article 284, part-time work should not exceed 4 hours a day and 20 hours a week.

The employee cannot refuse business trips- not at the main place of work, not at the additional one, as this is reflected in the employment contract concluded with the employer. It is forbidden to send certain categories of employees on a business trip:

• pregnant women (Article 259 of the Labor Code of the Russian Federation);
• employees under 18 years of age (Article 268 of the Labor Code of the Russian Federation);
• employees undergoing training under an apprenticeship agreement (Article 203 of the Labor Code of the Russian Federation);
• employees on student leave.

With written consent, you can send an external part-time worker on a business trip, who is:

• a woman on parental leave under the age of three;
• an employee with children with disabilities;
• an employee caring for a sick family member.

In the event that the employee does not belong to any of the listed categories, and the possibility of business trips is stipulated in the employment contract, then the external part-time worker does not have the right to refuse.

We arrange a business trip for an external part-time worker

In the event of a business trip of an external part-time worker, he must notify the manager of this at the main place of work, apply for unpaid leave and provide a copy of the order on business travel from another place of work or a certificate confirming the direction of the business trip. This is done to prevent absenteeism from appearing in the report card. Sending an employee on a business trip to one of the workplaces is not a reason that can bring him to disciplinary responsibility (in particular, to dismissal). This is due to the fact that the need to perform official duties (even for another employer) is a good reason. If the employee did not warn the manager at the main place of work, he has the right to fire him, in accordance with Articles 192 and 193 of the Labor Code of the Russian Federation. A business trip for an external part-time worker is processed according to the same scheme as for an ordinary employee and on the same conditions.

Features of a business trip of an external part-time worker

According to the Decree of the Government of the Russian Federation of October 13, 2008 No. 749, the employee has the following guarantees:

• preservation of the workplace;
• compensation of the average monthly wage for the time of absence from the workplace;
• payment of travel expenses.

Also, questions about the secondment of an external part-time worker are reflected in Articles 165, 166, 167, 168 and 169 of the Labor Code of the Russian Federation. When applying for unpaid leave, the employee temporarily loses earnings at the main place of work. The blame for the duties that the part-time worker did not manage to fulfill at the additional place of work due to his sending on a business trip falls on the head of the additional work in accordance with Article 155 of the Labor Code of Russia.

In the employee's report card at the main place of work, the letter code "DO" or the numeric "16" is put. In the place of part-time work, the code "K" or "06" is put. There is also an option in which the employee can be sent to the main place of work on a business trip to the same locality as to another place of work. In this case, the employee retains a job and an average salary from both employers, and also receives funding from both of them for a business trip, accommodation and other expenses of the part-time worker. This is the most suitable option for the employee.

Attached files

• Travel regulations (sample) .doc
• Order to send an employee on a business trip (sample) .doc

Available to subscribers only

• Travel regulations (form) .doc
• Order to send an employee on a business trip (form) .doc

From time to time, the employer needs to send this or that employee on a business trip (hereinafter referred to as a business trip). Part-time workers are no exception. Let's figure out what are the features of sending an employee on a business trip working in an organization on the terms of external part-time job.

Guarantees for external part-time workers during business trips

External part-time workers are provided with the same guarantees and compensation as the main employees, including when sent on a business trip<*> .

On a note
Employees who combine work with training, provided in this connection guarantees and compensations are provided only at the main place of work<*> .

So, the employer not entitled send on a business trip those working on the terms of external part-time job<*> :

- pregnant women;

- women with children under the age of three;

- fathers raising children under the age of three without a mother (due to her death, deprivation of parental rights, long - more than a month stay in a medical institution and other reasons);

- guardians (trustees) of children under the age of three.

Note!
The above persons cannot be seconded, even if they agree to this or have themselves initiated the trip.

Some external part-time workers can only be sent on a business trip from their consent ... These include<*> :

- women with children aged from three to fourteen years (disabled children - up to eighteen years);

- working fathers raising children between the ages of three and fourteen (disabled children - up to eighteen years) without a mother (due to her death, deprivation of parental rights, long - more than a month stay in a medical institution and other reasons);

- guardians (trustees) of children aged from three to fourteen years (disabled children - up to eighteen years);

- disabled people regardless of the disability group;

- employees sent on a business trip for a period exceeding 30 days.

Moreover, for the first three categories of workers, the consent form should be written ... As for the latter two, for them the form of consent is not stipulated in the legislation. To avoid conflict situations, it is desirable for the employer to obtain from them written agreement.

External part-time employees retain<*> :

- Place of work, position);

- salary during the entire period of a business trip, but not lower than the average earnings for all working days of the week according to the schedule of the place of work in combination.

Travel expenses for part-time workers are reimbursed on a general basis<*> .

Features of sending an external part-time worker on a business trip

The legislation (TC, Instruction No. 35 and Regulation No. 274) does not provide for a separate regulation of the issues of sending part-time workers on a business trip, including external ones. This allows us to conclude that for them the established legislation applies. general order .

It should be noted that most often there are no problems with sending an internal part-time worker. Indeed, in this situation, one organization acts as both the main employer and the employer concurrently. Sending an employee on a business trip to a part-time job (hereinafter - part-time business trip), she actually authorizes his absence from another job.

At the same time, the direction of an external part-time worker on a business trip has a number of nuances, since another organization is also involved - an employer at the main place of work. Let's talk about this in more detail.

Recall that part-time work is carried out in free time from the main job.<*>... Therefore, the direction of an external part-time worker on a business trip during this period does not cause difficulties. For example, at the main place of work, an employee works on a part-time basis for three working days (Monday - Wednesday), and goes on a part-time business trip on Thursday and Friday.

Note!
To send an external part-time worker on a business trip, it is not necessary to obtain the consent of the employer at the main place of work.

But in practice, it happens that an external part-time worker is sent on a business trip at the time when he needs to be at his main job. However, part-time business trip grounds for release the employee from the performance of his duties at the main place of work is not ... In such a situation, the employee needs to take measures to release him from the performance of labor duties at the main place of work for the period of the business trip.

In practice, several options are used to resolve this situation.

For example, an employee may apply to the employer at the main place of work with a statement containing a request to provide him short-term leave without pay <*> .

An example of the wording of a statement:
“I ask you to grant me a short-term leave without pay for three calendar days from 06/25/2018 to 06/27/2018 to travel on a business trip to Brest, to which I am heading to my part-time job at Romashka LLC.

However, sending an employee on a part-time business trip does not oblige the employer at the place of his main work to provide such leave. As a general rule, the employer independently evaluates the validity of the reasons for granting leave.<*>... In this regard, the employer also decides whether to give the employee a vacation or not.

Note!
For some employees, the employer is obliged, at their request, to provide short-term leave without pay for up to 14 calendar days<*> ... However, part-time workers are not mentioned among these workers. At the same time, the collective agreement, agreement may define other categories of workers to whom the employer is obliged to provide such leave.<*> ... For example, in the collective agreement it is possible to provide that the employer provides an employee working on the basis of an external part-time job in another organization, at his request, short-term leave without pay for up to 14 calendar days for the duration of his part-time business trip. In this case, the employer will not be able to refuse the employee.

In addition to the above option, you can get "exemption" from the main job by agreeing with the employer at this place of work on the provision of part of the labor leave in the number of calendar days necessary for the employee for a business trip.

On a note
The sequence of granting labor leaves is established by the schedule of labor vacations<*> ... As a general rule, labor leave by agreement between the employee and the employer can be divided into two parts. At the same time, in the collective agreement, the agreement may be fixed that the labor leave can be divided into three or more parts. In this case, one part must be at least 14 calendar days<*> .

The legislation allows you to postpone vacation (part of it) at the request of the employee. For this, an appropriate agreement must be reached between him and the employer.<*> .

It is quite likely that the employer at the main place of work will refuse to provide the employee with a short-term or part of the labor leave. In this case, the employee has a choice: not to go to the main job and go on a business trip part-time or refuse a business trip.

In the first case, the absence of an employee at work can be regarded by the employer as absenteeism without good reason. After all, it is the employer who assesses whether the reason why the employee did not go to work is valid. And he may consider that absence from the main place of work due to a part-time business trip is not such. An employee faces dismissal for absenteeism<*> .

Note!
If, in the situation under consideration, the employer decides to dismiss the employee for absenteeism without good reason, the latter has the right to go to court and challenge this decision. If the dismissal is recognized as illegal, the employee is subject to reinstatement at work with the payment of average earnings to him during the forced absence. <*> .

As for the refusal of a business trip, then there are options. It all depends on which category of workers the external part-time worker belongs to. If he is a person who can be sent on a business trip only with his consent, then the external part-time worker has the right to refuse the trip without any consequences.

If the employer has the right to send the employee on a business trip without his consent, then it is advisable for the external part-time worker not only to refuse the trip, but to inform the employer at the place of work in combination about the impossibility of going on a business trip due to the refusal of the employer at the main place of work to release him from work for this term. In this case, it is advisable for an employer at a part-time job to make sure that this is precisely the reason by asking the employee to submit an application for leave with a negative manager visa.

However, for refusal to travel, the employer at the place of part-time work can still bring the employee to disciplinary responsibility.<*>... At the same time, it should be noted that, firstly, the very concept of part-time job involves work, including travel on a business trip, in free time from the main job.<*>... Secondly, it must be borne in mind that the legislation includes a refusal to violate labor discipline. for no good reason from a business trip<*>... And the refusal of the employer at the main place of work to release the employee from the performance of duties in the main job, in our opinion, is a good reason. If the employer at the part-time job decides to apply a disciplinary sanction to the external part-time job, the latter will have the right to challenge his decision in court.

On a note
In order to avoid complications, employers, in our opinion, should avoid hiring external part-time workers for work related to business trips.

In addition to the considered methods of releasing an external part-time worker from the performance of duties at the main place of work, you can use, in particular, the following:

- by agreement with the employer change the work schedule (shift) by transferring working days falling on the period of a business trip ... This is possible, in particular, with a shift operating mode;

- negotiate with the employer on the establishment of part-time work in the form of a part-time work week so that the period of a part-time business trip falls on non-working days at the main job.

On a note
Part-time work can be set for a specific or indefinite period<*> ... In this case, the will to introduce part-time work must come from the employee. That is, he needs to apply to the employer with a statement, indicating the specific deadline for the introduction of a part-time work week, as well as the reasons why he is making such a request to the employer. The transition to part-time work during the period of labor activity is formalized by an order (decree)<*> .

M.G. Moshkovich, lawyer

The part-time worker goes on a business trip: what about the second job?

Today, citizens often work in two jobs at once - the main one and part-time. What if one of them sends an employee on a business trip? Indeed, for the second, most likely, he will be forced to be absent. What should the second organization put on the report card during this period and do I need to pay for it? The Labor Code does not directly regulate such situations, so we will understand it based on general rules.

A part-time worker can be sent on a business trip

The presence of a second job (both main and part-time) does not prevent the employee from sending him on a business trip. p. 2 of the Regulations, approved. Government Decree of 13.10.2008 No. 749 (hereinafter - the Regulation)... Unless, of course, general restrictions are to be applied - for example, in the case of pregnancy or apprenticeships h. 3 tbsp. 203, art. 259 of the Labor Code of the Russian Federation... However, the employee must inform the second employer that he is being sent on a business trip, and somehow formalize the period of his absence.

How to formalize absence from another job

Sending organization

Be ready to issue a certificate to the employee stating that he is being sent on a business trip for such and such a period (or a copy of the business trip order). The employee needs this document for a second employer. The certificate (a copy of the order) must be issued no later than 3 working days from the date of receipt of the employee's written application for its issuance. Art. 62 of the Labor Code of the Russian Federation.

Second job (main or part-time)

Forced absence, as a rule, is formalized in the form of vacation at his own expense, for which the employee must contact the employer with a statement in free form, for example, like this.

I would like to ask you to provide me with a vacation at my own expense in the period from 17 to 21 February 2014 due to the fact that I am being sent on a business trip to my place

I am attaching a certificate from the place of other work.

Thus, this period at the second job is not paid, in the report card you need to put down the letter code "DO" or the digital "16". Average earnings are retained only in the sending organization and clause 9 of the Regulations.

If the employee was not released

However, the second employer may not give the employee a vacation at his own expense, because in most cases he is not obliged to do this. It's one thing when an employee has the right to such leave (for example, he has a disability and is entitled to up to 60 calendar days of unpaid leave per year) Art. 128 of the Labor Code of the Russian Federation... And if not? An employee may try to arrange a few days of the next paid vacation in order to go on a business trip. But it is also not a fact that the management will agree with this: according to the schedule, the employee's vacation may be scheduled for a different period.

What happens if an employee misses a few days due to a business trip on a second job without obtaining the employer's permission? Can this be regarded as absenteeism? In Rostrud, they think not.

FROM AUTHORIZED SOURCES

Deputy Head of the Federal Service for Labor and Employment

“Sending an employee on a business trip to one place of work cannot be the basis for bringing him to disciplinary responsibility, including for his dismissal for absenteeism, to another place of work”.

In our opinion, such a position is valid only for cases of missing a "part-time" job due to a business trip to the main one. After all, part-time jobs are, by definition, work in their free time from the main job. articles 60.1, 282 of the Labor Code of the Russian Federation... If the main job required additional time - because of a business trip or for other reasons (for example, overtime work), then the absence from a part-time job is justified.

But if an employee without permission misses the main job because of a "part-time" business trip, then the employer, as we see it, has the right to sanctions. After all, "part-time" work should not take up "main" working hours, unless, of course, the employee was able to agree on their release. By the way, there is an example of legal recognition of the dismissal of an employee in such a situation for absenteeism in judicial practice. Definition of the Armed Forces of the Chuvash Republic dated May 16, 2011 No. 33-1752-11.

In any case, it should be remembered that absenteeism is absence from work without good reason. subn. "A" clause 6, part 1 of Art. 81 of the Labor Code of the Russian Federation... Whether the reason was valid, the management must assess on its own, but the employee has the right to go to court and challenge this decision.

TELLING THE MANAGER

If dismissal for absenteeism will be declared illegal, then the court can reinstate the employee at work and oblige him to pay him the average earnings during the forced absenteeism articles 234, 394 of the Labor Code of the Russian Federation, compensation for moral damage d Art. 237 of the Labor Code of the Russian Federation and compensation of legal expenses in Art. 94, art. 98, art. 100 Code of Civil Procedure of the Russian Federation.

You, in the absence of an employee without registration of leave, need to put the letter code "НН" (or digital "30") in the report card. Further actions depend on the leader:

• <если>the employee will be punished for absenteeism and a corresponding order will appear, then correct the report card and put down the letter code "PR" or the number "24" for the days of absenteeism;
• <если>the employee's management will forgive, then nothing needs to be corrected.

If the employee refuses to go on a business trip

Suppose your employee, having not received leave at the second place of work, refused a business trip. Does he have the right to do so?

FROM AUTHORIZED SOURCES

“An employee has no right to refuse to send him on a business trip. Exceptions are cases when the employee has valid reasons for refusal or the legislation provides for either a ban on sending him on a business trip, or the need to obtain written consent from him. "

Rostrud

It seems that the refusal of the main employer to take leave can be considered a good reason, but the “part-time” employer is not.

In any case, ask the employee for a document from the second job (a vacation application at your own expense for a business trip with a negative manager visa) to make sure that this is indeed the reason. What's next is up to your leadership. If desired, the employee can be reprimanded or reprimanded for guilty failure to perform labor duties Art. 192 of the Labor Code of the Russian Federation, and if this situation repeats within a year - dismiss him "under the article" p. 5 h. 1 tbsp. 81, art. 194 of the Labor Code of the Russian Federation... Well, the employee, in turn, can challenge the sanctions or dismissal in court.

If the combination is internal

Everything is much simpler here, since one organization acts simultaneously as both the main employer and the “part-time” employer. Consequently, by sending an employee on a business trip for one of the jobs, she actually authorizes his absence from another job. Therefore, there can be no questions about violation of labor discipline.

Payment in this case is no different from payment in a situation with external part-time work: the average earnings are retained only for the work for which the employee is sent on a trip to clause 9 of the Regulations.

FROM AUTHORIZED SOURCES

“When a person who works as a main employee and as an internal part-time worker is on a business trip, the average earnings should be kept only for the work for which he was sent on a business trip.”

Rostrud

As you can see, a part-time worker, due to the unsettled problem with business trips, finds himself between two fires: either in one place they will be punished for absenteeism, or in another - for refusing to go on a business trip. How to find a way out of the situation? Of course, you can shift all the responsibility to the employee. Like, he took up the tug, do not say that it is not hefty, solve your problems yourself. But why does your organization need conflicts and possibly litigation? It is wiser to simply not take a part-time job related to business trips, because it is obvious that he may have difficulties with the main employer. Also, it is better for the management to immediately find out what is the likelihood of business trips at the main job of a part-time worker in order to decide whether he needs such an employee or not.

Internal part-time jobs are not an obstacle to sending an employee on a business trip. But there are difficulties.

An employee sent on a business trip as part of an employment contract for part-time work will not be able to perform the labor function defined by the main employment contract. Consequently, for the time not worked due to a business trip, he will not receive a salary for his main position.

In case of part-time work, the duration of the working time must not exceed half of the monthly norm of working time. That is, the employee will not be able to perform official duties at a part-time job for a time exceeding 20 hours a week, four hours a day.

A full-time (shift) internal part-time worker can only work on days when at the main place of work he is free from performing labor duties (part 1 of article 284 of the Labor Code of the Russian Federation).

During the period of a business trip, a part-time employee is released from the performance of labor duties at the main place of work, which means that he can carry out a business trip assignment for a full working day.

Obviously, in this case, the part-time worker will carry out a business trip outside of 4 working hours - during the time designated by the part-time work schedule for rest.

When an employee is sent on a business trip, an external part-time employee, the solution of all problems arising from the mismatch of schedules, operating modes in different organizations is entrusted to him. As a rule, for the period of absence for his main job, he takes leave without pay (Article 128 of the Labor Code of the Russian Federation).

If an internal part-time employee is sent on a business trip, the employer is obliged to compensate him for all the losses arising in this case.

Consider what he can do.

Keeping earnings in two positions

If an employee is sent on a business trip only for part-time work, the employer is obliged to keep him average earnings only for this position, because the legislation does not provide for the calculation of wages for the period when the employee does not fulfill his official duties. However, in all cases when the employee is deprived of the opportunity to be at the workplace and (or) to fulfill his labor (official) duties through the fault (in our case, on the initiative) of the employer, he also retains the average earnings as a guarantee. This conclusion follows from part 1 of article 165 of the Labor Code of the Russian Federation.

Failure to perform work due to the fault of the employer

Business trip to all places of work

In the case of sending an employee on a business trip simultaneously for his main job and work performed on a part-time basis, the average earnings are retained for both positions on the basis of Article 167 of the Labor Code of the Russian Federation and paragraph 2 of paragraph 9 of the Regulation on the specifics of sending employees on business trips, approved by the decree of the Government of the Russian Federation of 13.10 .2008 № 749 (hereinafter - the Regulation on business trips).

The employer has the right to arrange two business trips for one employee at the same time and in the same place with tasks for both positions. In this case, the service assignment should be drawn up for each of the positions separately. The employee will have to submit separate reports on the performance of each task. And the employer will reimburse the employee in a single amount for travel expenses - for travel, renting accommodation, daily subsistence allowance, etc.

Part-time vacation

The work time is recorded in the report card according to the form No. T-12 or T-13, the forms are approved by decree No. 1.

While the employee works for his employer

Information about the length of time worked part-time and the main job is reflected in the report card separately. In the appropriate cells, the employer puts down the letter code I or the number 01, as well as information on the actual hours worked.

During the business trip

The choice of the code for the timesheet depends on the way in which it was decided to formalize the absence of an employee for the main position.

Two business trips. The period of simultaneous finding of a part-time worker on two business trips is noted in the report card separately for each position with the letter code K or digital 06. The number of hours worked is not recorded.

Business trip of a part-time worker - only to one place of work, to another place of work - failure to fulfill official duties due to the fault of the employer. The code for the time not worked through the fault of the employer is not established by Resolution No. 1. It will have to be entered in a separate order. It can be a combination of letters - BP, numbers - 38 or any other options. The main thing is to establish a correspondence between this code and the order of payment for the time indicated by it.

For the execution of a business trip - 8 hours a day. To solve the problem of discrepancy between the usual 4-hour work schedule and the 8-hour work of a part-time worker on a business trip, you can change the internal part-time work schedule for the period of a business trip - set its duration within 8 hours a day.

In general, the establishment of a special work schedule for the period of a business trip, including additional hours, would mean that the employee will work during the time that is intended for rest. This implies increased payment for overtime hours in accordance with article or Labor Code of the Russian Federation (clause 5 of the Regulation on business trips).

In our case, additional charges can be avoided. On what grounds? Let's figure it out.

So, the new work schedule while the part-time business trip lasts is 8 hours a day. But these 8 hours do not apply to just one job. The first 4 hours is the time of work, provided in exchange for deprivation of the opportunity to perform the main work. The next 4 hours correspond to the usual part-time work schedule (they do not require additional payment).

Thus, having changed the work schedule while a part-time business trip is in progress, we come to the following scenario in payment for the main place of work:

During the time during which the employee was completely deprived of the opportunity to fulfill his official duties on the basis of work (the first 4 hours a day), in accordance with part 1 of article 155 of the Labor Code of the Russian Federation, the average earnings are preserved;

During the time during which the employee performs duties in another (lower-paid) position for 4 hours a day, he retains the average earnings at the main place of work on the basis of part 4 of article 72.2 of the Labor Code of the Russian Federation.

Example
In LLC "Isabella" A.R. Vinogradov works as a financial director with a salary of 40,000 rubles. in the mode of a five-day working week for 8 hours a day. Since July 16, 2013, the organization entered into an employment contract with him to work as a translator from Chinese in the form of internal part-time jobs in a five-day working week for 4 hours a day. The translator's salary is 20,000 rubles. It is paid if the employee completes the full workload of 40 hours per week. In our case, the accrual is made in proportion to the time actually worked (20 hours per week).

From 21 to 31 January 2014 A.R. Vinogradov was on a business trip to participate in negotiations with Chinese partners. The traveler had no assignments for the main position. The business trip order states that A.R. Vinogradov must perform for 8 hours on working days corresponding to his time schedule. In this case, it is considered that 4 hours a day are worked out on account of the time spent on the main position. It is necessary to determine the amount of accruals to the employee for January 2014 for both positions, if the following data are known.

Table Payments taken into account and days worked

Month of the billing period in 2013	By the position of financial director		As a translator from the Chinese language
	Number of days	Amount of payments (rub.)	Number of hours	Amount of payments (rub.)
September
Total		442 000,00		55 454,55

Solution
In January 2014, in both positions (main and part-time) A.R. Vinogradov worked 8 working days (from 9 to 12 January and from 15 to 18 January).

The salary for January 2014 for the main position is 18,823.53 rubles. (40,000 rubles: 17 working days × 8 working days).

For each day of being on a business trip, the employee retains the average earnings for the main position (for 4 hours a day due to the inability to work in the main position (Article 155 of the Labor Code of the Russian Federation) and for 4 hours a day for work in a lower-paid position provided instead of the main (Article 72.2 of the Labor Code of the Russian Federation)).

Average daily earnings - 1921.74 rubles. (442,000 rubles: 230 working days).

For 9 working days not worked through the fault of the employer, for the main position, the amount of the saved average earnings will be equal to 17,295.66 rubles. (1921.74 rubles × 9 working days).

The salary for part-time work for the actual hours worked - 32 hours (4 h × 8 working days) will amount to 4705.88 rubles. (20,000 rubles: 136 h × 32 h).

Average hourly earnings for the billing period for combined work will be equal to 115.53 rubles. (RUB 55,454.55: 480 h).

For 9 working days or 36 hours (9 working days × 4 hours) missed by an employee in connection with a business trip, he will be credited with an average earnings of 4,159.08 rubles. (RUB 115.53 × 36 h).

Thus, the total amount of charges in favor of A.R. Vinogradov in January 2014 for both positions will amount to 44,984.15 rubles. (18 823.53 rubles + 4705.88 rubles + 17 295.66 rubles + 4159.08 rubles).