What is the difference between internal part-time and combination. Combination and part-time: what is the difference between them

Part-time and part-time employment are additional forms of employment permitted by law.

The types of work differ in terms of registration rules, working hours, payments, and the procedure for recording in the work book.

Definition and key points of the concept of “part-time work”

Legislative regulation part-time work is determined by Ch. 44 Labor Code of the Russian Federation. Part-time registration is carried out independently.

Part-time work is additional work to the main employment with the performance of duties in free time.

You can conclude an agreement with the employer of your main place of employment or at another enterprise.

Peculiarities part-time:

1. The work is carried out under a separate contract indicating the nature of the employment.
2. A separate record is kept for the employee in .

Upon termination of the main contract, the employer does not have the right to transfer a part-time worker to a permanent job. A change in the form of the contract must be made by agreement of the parties by concluding a new document or additional agreement. To hire a part-time employee, a vacant position must be available.

Definition and key points concept of "combination"

Registration procedure combination of works is established in Art. 60.2 Labor Code of the Russian Federation.

The legislation understands the combination of work as an expansion of the range of responsibilities or scope of work performed.

Peculiarities combinations:

1. No separate agreement.
2. Lack of timesheets.

In the majority of cases, the combination is formalized for the period of temporary absence of the employee. The need to combine duties arises due to production necessity, but the voluntary desire of the employee is required to conclude an agreement.

Key differences

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Place of work

Part-time work has external and internal forms in relation to the employer; combination is formalized only at the place of primary employment.

Employment contract

A full-fledged employment contract is concluded only with a part-time worker. The document must indicate the nature of the work (part-time) and the limited working hours. When registering a combination, no contract is concluded, but an additional agreement is drawn up that changes the working conditions.

Entry into the work book

The vacation period for a part-time worker is provided simultaneously with rest for his main job. If there are not enough vacation days for additional work, some are provided in advance or without pay.

Dismissal

The parties that have entered into an agreement on the employee combining positions have the right to terminate the agreement by notifying either party 3 days in writing. Partners must notify the parties 14 days in advance. When hiring a person for whom the position will be the main one, a part-time employee is fired with a written warning of 2 weeks.

Other

When registering a part-time or combined job, the following must be observed: general employment procedure:

• Additional work is provided based on a written application.
• The personnel authority issues an order.
• An agreement or additional agreement is drawn up and signed by the parties.

The part-time employee is additionally assigned a personnel number and a T-2 accounting card.

The practice of using these types of employment can be found in this video:

Existing prohibitions

The legislation establishes a number of prohibitions on part-time job. It is not allowed to conclude a contract with working hours:

1. minor citizens;
2. persons whose main and additional work involves hazardous working conditions;
3. positions where the performance of duties requires transport management;
4. limited - to hired managers of companies, the right of combination of which is granted by the founders.

ban on combination positions are not established by law. The only restriction is set for managers regarding combining the positions of auditors and other similar internal control bodies.

Decor labor relations how part-time work or combination is beneficial for both the employee and the employer.

If you work part-time, you have the opportunity to receive big salary if you are ready to work more, if combined, do not recruit new employees, rationally use work time, save on labor costs and taxes.

However, it is first necessary to clarify what the difference is between part-time and combination. This will allow you to formalize labor relations and make payments in accordance with the law.

Which is correct, part-time or combination?

Despite their similar sound, part-time and combination are different.

Let's look at the differences between combination and part-time work.

The concept and differences between combination and part-time work

First, let's understand the terminology.

In practice, there is often confusion in the concepts of part-time and part-time work, although these are very different forms of labor organization.

Defining signs of part-time work:

• the employee has except the main one, additional place of work;
• employment in additional work activities only in free time from main work;
• systematic fulfillment of job duties part-time workers and their payment;
• registration of non-main employment employment contract.

According to Article 60.1 of the Labor Code of the Russian Federation, part-time work can be external and internal.

• Internal part-time job– regular performance of compulsory and additional work, which is paid, within the same enterprise.
• External part-time job– systematic performance by an employee of another paid job at another enterprise.

Defining signs of combination:

• parallel combination of several positions or functions several specialists with one employee;

For example, a watchman at an enterprise is also a janitor, and an accountant in a small company, along with his immediate responsibilities, performs the functions of a clerk or personnel officer, which allows optimizing the staffing table.

• doing all the workonly within main working hours;
• cooperation with only one employer.

Types of combination:

• combination of professions or positions when an employee, along with his main one, also works in another position or in a different profession.

The additional workload in this case consists of performing duties assigned to another full-time work unit;

• expansion of service area, that is, ensuring the operation of the enterprise’s technological equipment with a smaller number of working personnel than is provided for in the staffing table, developed on the basis of industry and inter-industry standards;
• performing the functions of temporarily absent employees in parallel with their job responsibilities.

In this case, the employee can be involved both in his main profession or position, and in a position other than it.

The main difference between combination and part-time:

• part-time job- Job in additional from main job time;
• combination– performance of all labor functions during main working hours- during the established duration of the working day.

To make it easier to understand how part-time work differs from combination, We invite you to look at the table.

What is the difference between part-time and combination: table

Regulatory framework governing part-time and combined work

Both types of additional employment are clearly regulated by the Labor Code of the Russian Federation:

The possibility of assigning additional work to employees and the specific payment for it are provided collective agreement enterprises, regulations on remuneration, as well as other local regulations.

The procedure for hiring additional work is also specified in detail in internal documents.

It is important to remember that when applying for a part-time or part-time job, the written consent of both parties – the employer and the employee – is required.

Before starting work, the HR department familiarizes the employee with all the necessary information, against signature. labor activity rules and regulations.

There are no clear restrictions in the legislation on the number of part-time jobs– the employee has the right to independently manage the time free from the main job for part-time work.

Combination work limited by the employer, since it is difficult to efficiently perform the functions of several employees within the main working hours.

How to register a part-time job and a combination?

When hiring part-time:

• the employer has no right to demand confirmation from the applicant having a main job, including requiring the presentation of an original or copy of a work record book, but its presentation is welcome;
• The absence of a main place of work does not serve as an obstacle to formalizing an employment relationship on a part-time basis at the request of the employee;
• Any document must be presented, identifying the employee, if special education or professional qualifications— documents confirming their availability; when applying for a job with harmful or difficult working conditions - a health certificate;
• regardless of conditions(normal, severe, harmful or other) and character(temporary or permanent) work, a fixed-term employment contract is concluded with the applicant for its implementation,
• the employment contract clearly indicates the fact of part-time work, position held or work performed, functional responsibilities, duration of working hours, form, size and terms of remuneration;
• an entry in the work book about additional work is made only at the request of the employee, by an employee of the HR department at the main place of work:
• with external part-time– after presenting a certified document confirming part-time work – a copy of the employment contract or appointment order;
• with internal part-time– according to the employee’s statement.

When applying for a part-time job:

• no need for confinement a separate employment contract;
• to a previously concluded employment contract– for main employment – ​​an additional agreement signed by the employee is attached;
• no new entries are made in the employee’s work book. If an employee requires confirmation of part-time work, then he may be issued a standard certificate of such additional employment for a certain period.

AND when part-time, and when combining, labor relations must be formalized by internal order, agreed with HR department enterprise and signed by its manager.

Registration of part-time and combination jobs in personnel records

When working together:

• The HR department creates a personal card for the employee standard form T-2;
• the employee is assigned a new Personnel Number;
• a labor contract is drawn up and signed contract

When combined The HR department does not fill out any additional documents.

A copy of the order on appointment to work on a part-time basis (indicating its type) and the employee’s written consent are added to the employee’s personal file.

Length of working hours for part-time and part-time work

When combined, the work is performed in parallel with the main one. Its duration depends on the employer, the characteristics of the profession and the industry.

In case of part-time work, the duration of work is limited by law.

When planning your work schedule, take into account that:

• per day, which is a working day at the main place of work, a part-time worker can work no more than 4 hours;
• Full-time work is allowed on a day free from regular work and it is possible to work all hours part-time - with mutual consent of the employer and employee;
• in total for the accounting period(usually they take a month) part-time work should take no more than half the industry standard working time for this type of work.

The duration of working hours is necessarily stipulated in the employment contract.

Which employees have the right to perform part-time or part-time work?

When working together:

• external part-time worker may take 2 or more different or identical positions;
• Within an enterprise, part-time work involves working in 2 different positions.

The Labor Code does not impose any restrictions here and this point is agreed upon by agreement between the employee and the employer;

• the employer does not have the right to limit the employee in the number of part-time jobs. With external part-time work, you do not have to report additional employment at your main place of work.

When combined You can perform work duties in several professions, but within one category.

Who does not have the right to work part-time or part-time?

According to the general restrictions imposed by labor legislation, it is impossible to perform part-time work:

• citizens, under the age of majority;
• persons who at their main place of work manage transport or perform functional duties in a place with harmful and/or difficult working conditions, in a similar position (other part-time positions are acceptable);
• employees government, state and municipal services;
• employees law enforcement, intelligence, security and federal courier communications agencies;
• any leaders. For them, only external part-time work is possible with the consent of the owner of the organization or enterprise. In addition, the charter of many LLCs prohibits to CEO additionally manage another enterprise;
• persons who are members of the Board of Directors of the Central Bank;
• lawyers and judges.

Part-time job for workers in education, medicine, culture, and pharmacists is regulated by separate industry laws and regulations.

Combination work is possible:

• within one industry, category or profession;
• if you have the necessary knowledge, skills and abilities, sufficient labor qualifications.

Salary

When working together:

• The employee’s work is paid on time, specified in the contract;
• payment depends on the amount of time worked.

Usually this is not a fixed payment, but piecework or piecework-bonus - in the ratio established by the contract to the volume of work performed or revenue earned.

When combined:

• the employee is paid a salary for the main work and additional payment for additional duties, determined by agreement of the participants in the labor relationship;
• surcharge is not included in tariff rate or salary for main activities.

Most often, it is calculated as a percentage of the basic salary or revenue, depending on the complexity and volume of additional work performed. Sometimes the surcharge may be set at a fixed amount.

Leave for part-time or part-time workers

When drawing up a vacation schedule, you should definitely take into account some of the features of providing annual paid leave to employees working on a part-time or part-time basis.

For part-time workers:

• vacation is granted for a period that coincides with vacation at the main place of employment. If the mandatory six months have not yet been worked, leave is still provided - as an advance;
• if the duration of vacation at the main place of work is longer, then in a part-time job, the missing days are added to the vacation provided, but are no longer paid.

When a part-time worker is dismissed, even if he has worked for less than 6 months, the employee is provided financial compensation for unused vacation.

When combining several jobs or vacation positions naturally are also combined in time.

When calculating vacation pay, salaries and other types of payments for all combined positions are taken into account.

Termination of part-time and part-time employment relationships

Termination of an employment contract with a part-time worker is possible:

• on normal grounds, defined by labor legislation;
• upon expiration of its validity period;
• when hiring a permanent employee to the place of work he occupies. In this case, the part-time employee must be notified no less than 2 weeks before dismissal.

When combined an employment contract is not concluded, and the agreement on additional responsibilities is temporary.

Termination of labor relations during combination is possible:

• at the end of the term agreements;
• ahead of schedule at the employee's initiative or employer.

Additional features of part-time labor relations

A situation often arises when one of the employees goes on vacation and his responsibilities are forcibly distributed among colleagues - without registration and additional payments for overtime work.

Management's actions in this case are unlawful.

In any controversial situations, it should be taken into account that:

• unilaterally expand the employee’s job responsibilities management has no right;
• so that the employee begins to perform additional duties, it is necessary to obtain his written consent for such work, formalize this with an order for the enterprise and make the appropriate payment;
• the content, volume and timing of additional work are determined by the employer, but is obliged to agree in writing on all the details with the hired employee;
• force the employee to take on a larger additional workload or more long time than what is specified in the written agreement signed by both parties is prohibited;
• appoint an employee to temporarily perform the duties of the position, which is vacant, the employer has no right.

Even after signing an agreement for additional work, an employee can always terminate it by submitting an application for refusal three days before the end of such work.

The employer also has the right to decide on the early termination of additional work assigned to the employee, warning him in writing at least three days in advance.

Combination and part-time– common forms of labor relations in which employees enter in order to earn additional income, and employers – in order to save money.

Effectively combining several types of work is quite difficult, therefore all the subtleties of such an organization of work are prescribed in the law, knowledge of which helps in competently protecting the rights of both parties.

This table will help you better understand the differences between these definitions.

As you can see, there really is a difference, and quite significant. This table clearly demonstrates this. Here we just need to clarify one point. The duration of a part-time working day cannot really exceed 4 hours a day. However, there is one exception here. If an employee, for one reason or another, is not engaged in his main job, he can perform additional duties even for 8 hours.

Now let's turn to the Labor Code of the Russian Federation. According to Article 151, combining several professions is allowed. In addition, additional workload within the employee’s main position is also possible. Another option is to fulfill the duties of a colleague who has left for a certain period. The Labor Code of the Russian Federation also allows for expansion of the service territory. In the latter case, we mean performing the same functions, only covering a larger area of ​​activity. In other words, the employee receives additional responsibilities within the scope of his position.

It should also be noted that part-time work can be internal and external. These options differ significantly from one another, first of all, we are talking about the place of work. Everything is very simple here. Internal part-time work involves one employer, while with external there may be several. Moreover, the law does not provide for any upper limit here. This is the most important point. In addition, it should be taken into account that the current legislation does not in any way regulate the legality of performing additional duties for identical positions. Pay attention to one more point. Internal replacement allows for the replacement of any positions - both similar and different.

A person’s desire to receive more money to satisfy his material needs is a completely natural phenomenon. To implement his plans, the employer often offers part-time work and a combination of professions and positions. Is there any difference between these concepts? Maybe these terms mean the same thing?

It turns out that such concepts as combination and part-time do not have the same meaning. What is the difference? The Russian Federation regulates these two aspects through various articles of the currently valid Labor Code. However, both of these concepts refer to a side hustle. What is the difference between combination and part-time? Let's consider this topic in more detail.

Relevance of the issue

The concept of “combination and part-time work” is well known to those who are involved in personnel selection in organizations and enterprises. The fact is that one of the primary tasks of any company in modern economic conditions is to find optimal solutions for using available labor resources. In this case, there is a need to reconcile the interests of the enterprise with the interests of the employee. One of optimal options in this case - part-time and combination. IN labor law Both concepts are enshrined in law. Such a distribution of responsibilities is beneficial not only for the employee, who ultimately has the opportunity to replenish his budget, but also for the organization itself. After all, sometimes an employee quickly copes with the amount of work assigned to him. In this regard, he has free time during the working day, which can be filled with additional duties.

With the development of market relations in our country, employment contracts for part-time or part-time work are not uncommon. People have realized the full benefits of the opportunities provided to them, and employers are saving money on wages. Relevance similar relationships have not only at enterprises, but also among individual entrepreneurs.

Regulatory legislation

The Labor Code of the Russian Federation in its articles establishes the concept of “combination and part-time work”. The difference primarily lies in the fact that the definition of the first of them is in Art. 60.2, and the second - in Art. 60.1 TK.

The Labor Code of the Russian Federation explains that combination work involves additional work during a shift or working day. In this case, the employee is not relieved from performing assigned basic duties. Combination is applied by the employer only in the case economic feasibility such a busy person. This decision management should not influence the quality of manufactured goods or services provided.

Combination and part-time work - what is the difference? The second concept is a part-time job for an employee in his free time. In other words, part-time work is a completely different, not the main employment for a person. The contract for its implementation is concluded at the initiative of the employee and by agreement with the employer.

Main criteria

Part-time and combination - what is the difference between these concepts? The main criteria for the first are:

Conclusion with any number of employers;
- performing job duties both at the main place of work and at other enterprises;
- indication in the employment contract of the type of work performed (part-time).

Some legislative acts of the Russian Federation contain restrictions on such part-time work. So, 5 tbsp. 282 of the Labor Code of the Russian Federation, such activities are prohibited for persons under eighteen years of age, as well as municipal and state employees, in addition to their participation in the creative, scientific or pedagogical field. Such contracts for performing heavy and harmful work are not concluded if the main place of work has the same characteristics. Part-time work is not permitted in some other cases, which is enshrined in the Labor Code of the Russian Federation and various federal laws.

Let us now consider the second concept. What is the difference? The Labor Code of the Russian Federation helps to distinguish combination from part-time work. This document indicates that there is:

Combination itself, which is the parallel execution of work on one’s main activity and another similar one;
- expansion of the service area, when the volume of work performed by an employee within his main specialty increases;
- fulfillment of those duties that are assigned to an employee who is temporarily absent from this moment, in their own or in any other profession.

All of the above types of work are combined. Moreover, they are carried out only in the case when the employee confirmed his decision with written consent. The timing of the combination is also agreed upon in advance. In this case, the employer must also provide written consent.

When considering the concepts of “part-time and part-time work,” what is the difference in the issue of employee employment? In the first form of part-time work, a person works under a separately concluded contract in his free time. Combination means performing additional duties only during the shift. Moreover, you can give up such a load ahead of schedule. You just need to notify your manager about your decision in writing. This must be done within 3 working days.

Documenting

For the purpose of economic feasibility of performing certain works, the management of an enterprise may decide to introduce part-time and part-time practices. What is the difference in registering labor personnel in one case or another? This issue is regulated by law. So, for combination, only an order from the manager is enough. The basis for its signing must be a written assurance from the employee, which indicates the duration, scope and content of the additional duties assigned to him. This is indicated by Articles 151 and 60.1 of the Labor Code of the Russian Federation. If these rules are not followed, combination is impossible. Before starting part-time work, you should draw up an additional agreement to the employment agreement. Based on this document, an order from the employer is issued. As for additional entries in the employee’s work book, there is no need to make them.

If we compare how part-time and part-time jobs are formalized, what is the difference between these forms of part-time work? To answer this question, you should refer to Chap. 44 Labor Code of Russia. The registration of a part-time job is regulated in much more detail and stricter than a combination. What are the reasons for such increased attention to part-time work? The fact is that with such a part-time job, a person exceeds the time limit for work established by the Labor Code of the Russian Federation. That is why the employer should adhere to certain rules contained in Resolution No. 41 of June 30, 2003 of the Russian Ministry of Labor. This document concerns part-time jobs for employees of cultural institutions, teachers, doctors and pharmacists.

For HR department inspectors, the difference between part-time and part-time work lies in the fact that the latter of them is formalized using a separate employment contract. Moreover, this document has its own characteristics. It must indicate that the person will work for this employer on a part-time basis. If desired, a record of this can be made in the work book. One caveat. The HR inspector at his main job makes this entry.

Termination of a part-time contract is carried out by general rules. There is only one exception, which applies to the employer. He has another reason to terminate the employment relationship.

Place of work

The concept of "combination and part-time" - what is the difference between them? When combining positions or professions, the employer remains the same. In case of part-time work, the contract is concluded either with the same or with a completely different employer.

Time to work

There are main differences between part-time and part-time jobs in the Russian Federation in terms of how many hours are provided to complete a given amount of work. In the first case, work duties are performed in free time. In this case, the employer is obliged to take into account the regulatory provisions of the Labor Code. This document stipulates that the working time of a part-time employee should not exceed 4 hours during the day. This is indicated by Art. 284 Labor Code of Russia. The employee has the right to set a different work schedule for himself. However, during the accounting period chosen by the organization (month, quarter, year), the number of hours during which the part-time worker worked should not be higher than half the standard working time established for employees of this category. For example, this could be twenty hours during a five-day week (for a working day of 8 hours). If more hours are worked, they are considered overtime. The only exceptions here can be those cases when a person does not perform his duties at the main enterprise for some time due to non-payment of wages by the employer or if he is completely removed from them for medical reasons.

In terms of execution time, part-time and combination jobs differ significantly. The main differences here lie in the fact that in the second case the employee is always given eight hours. He must use them both for work and for part-time work. At the same time, he fully fulfills not only his job responsibilities, but also those provided for an absent colleague.

Salary

What other nuances do part-time jobs and combinations have? The main differences in pay should also be taken into account when deciding whether to choose one form of part-time work or another. These and other conditions are stipulated in the Labor Code of the Russian Federation (Article 285 and Article 151).

For those who work part-time, wages are calculated in proportion to the time worked. In this case, all conditions stipulated in the employment contract are taken into account. If a person working part-time is hired for a position where tasks are standardized, then when calculating remuneration for work, the amount of work actually done will be taken into account. For part-time workers working in the territory where regional bonuses and salary coefficients are established, they are also taken into account.

Combined payments are calculated completely differently. In this case, its size is determined by agreement of the parties. Here the amount of additional work and its content are taken into account. It is also worth considering that neither the minimum nor maximum amounts of such additional payments are limited by law.

Let's assume that the combination is registered for a position that has piecework wages. In this case, the employer takes into account the quantity of products manufactured by a person, as well as the prices established for them.

Time-based surcharge is calculated in one of the following ways:
- as a percentage of the salary that the employee has at his main job;
- in hard cash equivalent;
- in an amount equal to a certain percentage of the salary of the position to be filled.

Providing leave

Combination and part-time work - what is the difference between them in this matter? They are also covered by the Labor Code of Russia (Article 286). As for those people who work part-time, they are entitled to leave only for their main work activity. Part-time workers are another matter. Here the Labor Code of the Russian Federation considers some features. Thus, a part-time worker must take paid annual leave at the same time at his main job and at his additional job. What to do if there is a discrepancy in the number of days provided for rest? In this case, the employee can ask his second employer to provide him with days at his own expense.

Compensation and guarantees

Despite having a second job, a citizen of the Russian Federation is not deprived of social benefits provided by federal legislative acts. He also retains all the required guarantees and compensation. For example, these are increasing coefficients for those who combine work with study, as well as for those who work in the Far North and in territories equivalent to them. Just keep in mind that such guarantees for part-time workers are provided only at their main place of work.

There are other social benefits, which are provided for by labor legislation and those currently adopted at the enterprise. These compensations are paid both in case of part-time work and in case of combination in full. This applies, for example, to sick leave and maternity leave. Employers are required to pay the payments due both at their main and additional places of work.

Probation

What else are the differences between a part-time job and a combination job? In the first case, Art. 70 of the Labor Code of the Russian Federation allows the employer to establish. The decision on this is made by the manager. If the position for which a person is being hired provides for this, the test is assigned to the part-time employee in the general manner. The employer can make such a decision even if there are doubts about the qualifications of the new employee. This point must be specified in the employment contract. As for combination, no probationary periods are established for it.

Internal part-time job

Many citizens of our country, seeking to earn money, take additional work directly at their enterprise. If agreements are concluded and job duties are performed during non-core hours, then this type of activity is an internal part-time job. In what cases is this advisable? For example, a company needs to temporarily replace an employee who is absent for any reason. In this case, the easiest way is to agree on the performance of his duties with his own employee, whose qualifications and competence do not raise any doubts among the employer. How to apply in this case? Suitable for this internal part-time job and combination. What is the difference between these forms of extra work?

First of all, we should consider cases in which internal part-time work is possible. For example, this applies to a situation where the head of a small enterprise acts as an accountant. Of course, such internal part-time work is possible only with the permission of the body that is responsible for the activities of this company.

Often cultural workers and medical institutions, teachers and pharmacists. Those employees who have sufficient experience and high qualifications can become internal part-time workers in the same position as theirs, if there are no restrictions on it in the current legislation.

But sometimes situations arise at an enterprise when an employee works part-time. Moreover, this type of activity may either coincide with his specialty or not. What is the difference between part-time work and part-time work? In the first case, additional tasks will be performed by the employee only with his written consent.

Internal part-time and combination jobs have certain benefits. What is the difference between these two types of part-time jobs for the employee and the employer? The main difference between internal part-time work and part-time work is the time it takes to perform an additional range of responsibilities. In the first case, the employee will have to work when he is not busy with his main job. This is fundamentally different from fulfilling responsibilities when combined. In this case, they are performed within the limits established by law time for main work.

The differences between these types of part-time jobs also lie in their design. To employ an employee on an internal part-time basis, a package of documents is drawn up for him, the list of which is provided for by the current procedure for office work. First of all, it is signed between the employer and employee contract of employment. It stipulates all the nuances of performing an additional range of duties and the legal status of the employee as determined by labor legislation (rest and work schedule, rights and responsibilities of a newly hired person, safety rules, etc.).

When working part-time internal type, unlike appointing a part-time employee, you will need to make adjustments to the staffing table. It must indicate the full unit as a whole number with salary, without any division. This will allow you to avoid making amendments in the future. One unit staffing table allows for internal part-time employment of up to four employees. Their actual number is indicated in the “Note” column.

Part-time work is reflected in the employee’s personal file, where all information about his activities at the enterprise is stored. It is not necessary to write this down in the work book. With regard to the conditions for granting leave, remuneration and the availability of guarantees and compensation, as well as dismissal, an internal part-time worker is no different from an external part-time worker (whose main activity takes place with another employer).

What are the benefits of these types of additional earnings? Combination and internal combination carry a lot of positive aspects. Such relationships have mutual benefits. The employee receives additional income, and the employer receives the amount of work completed for production purposes. In addition, a qualified employee is often hired but given a low salary. At the same time, the company saves money.

Part-time work is also beneficial for a company employee. First of all, the advantage is the opportunity to earn additional income and apply existing knowledge. In addition, internal part-time work means additional sick pay, preservation of guarantees provided by law, paid leave, and contributions to the Pension Fund.

Internal part-time work is a common practice in large enterprises. With proper use of the opportunities provided by labor legislation, both the employer and the employee receive noticeable economic benefits.