Part time jobs hour: Part-Time Employment | U.S. Department of Labor

Опубликовано: May 5, 2023 в 6:00 am

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Категории: Miscellaneous

Part-Time vs. Full-Time Jobs: What’s the Difference?

The difference between part-time and full-time employees is the number of hours they work. While employers have some wiggle room, there are specific labor laws that determine how businesses classify employees.

Understanding how part-time versus full-time status affects employees and your organization is part of the delicate balance between what you can ask of employees and what they’re willing to give you. Many factors influence that balancing act, like your compensation strategy, workplace culture, or rewards and recognition strategies.

Achieving this balance is the key to a workplace with satisfied employees doing their best for an organization they appreciate. Taking advantage of employees by fiddling with their status doesn’t tip the balance in the employer’s favor. Instead, it tends to upend good jobs and create unnecessary turnover.

If you need help navigating compliance, time tracking, and everything in between, BambooHR has the solutions you need. Our award-winning HR software includes payroll, scheduling, and more, so you can manage your business in one complete system. Learn more with a free trial today!

What’s the Difference Between Part-Time and Full-Time?

What Is Considered Part-Time?

In the U.S., the Fair Labor Standards Act establishes guidelines that affect all employees. The law doesn’t define part- or full-time employment. Instead, employers determine workers’ employment status—and the law applies equally to everyone.

Career experts estimate that most part-time employees work 15 to 29 hours per week. For example, Amazon employees are considered part-time if they work 20 to 29 hours per week under the company’s current policies.

These examples align with categories used by the Bureau of Labor Statistics:

  • Part-Time: Fewer than 35 hours per week
  • Full-Time: More than 35 hours per week

Within federal agencies, the U. S. Office of Personnel Management defines part-time work as less than 40 hours per week. Workers who participate in job sharing can work a maximum of 32 hours per week.

Part-Time Employees: Pros and Cons

Pros for Employees

Pros for Employers

  • Better work-life balance: Working shorter hours and fewer days a week may help employees have more energy overall.
  • Easier to gain experience: Part-time employees can try new jobs without needing a lot of prior experience, and they can look for the right company culture without committing to a full-time contract.
  • More affordable: You don’t have to pay for benefits (unless you’re an ALE) or overtime, and if you’re on a tight budget, you can hire qualified professionals part-time without footing the full-time bill.
  • More workplace flexibility: Part-time workers can bridge personnel gaps quickly and efficiently.

Cons for Employees

Cons for Employers

  • Fewer benefits: While some companies offer benefits for part-timers, it’s not as common as for full-time positions.
  • Less job security: They may be seen as more expendable since employers don’t have to make as big an investment in them.
  • Schedule stress: Part-time workers are often kept “on call,” meaning they need to remain available to work but aren’t guaranteed hours.
  • Lower engagement: Part-time employees don’t spend as much time at work, so they may not contribute as much to company culture or be motivated to achieve company goals.
  • Less dependability: Again, because there’s less involvement and commitment on both sides, part-timers may feel less beholden to their employer’s needs.
  • Managerial stress: Part-time schedules means more workers for managers to supervise and train, and managers likely have to frequently repeat employee training and other communication.

Full-Time Employees: Pros and Cons

Pros for Employees

Pros for Employers

  • Better benefits: There’s no law requiring businesses to give full-time employees benefits like health insurance (unless they’re an ALE) and paid time off, but these tend to be more common with full-time positions.
  • Higher take-home pay: Full-time employees, especially salaried positions, work more hours, so they earn more money.
  • More responsibility: Since they spend more time at work, full-time employees can handle more broad responsibilities like management or inventory tracking.
  • Increased loyalty: The additional benefits attached to full-time employment tend to create more engagement and dedication.

Cons for Employees

Cons for Employers

  • Risk of burnout: More hours, more responsibility, and higher expectations can lead full-timers to feeling overwhelmed, taken advantage of, or just plain tired of their job.
  • Less flexibility: They might not feel like they can maintain a good work-life balance because they work more hours.
  • Risk of employee burnout: We’re saying it twice because it cuts both ways—for employers, pushing full-timers too hard can kill the golden goose and make them less productive or engaged.
  • Higher payroll and benefit costs: Because of overtime rules and ACA requirements, you may need to pay them more for their work and have to offer health insurance.

Federal Laws That Impact Part Time vs. Full Time Work

The Affordable Care Act

Under the Affordable Care Act (ACA), the Internal Revenue Service (IRS) considers someone full time if they work an average of at least 30 hours a week or 130 hours a month. However, the IRS and ACA don’t regulate when employees put in their hours, so that 30 hour cut-off still leaves employers a fair amount of flexibility when determining part-time versus full-time hours.

For example, a part-time employee at one business could work a morning shift every weekday, but a different business might have their part-time employees working longer hours on just a few days a week.

The ACA also requires applicable large employers (ALEs) to offer affordable, minimum essential healthcare coverage (or pay a penalty) and report additional information to the IRS. An employer is considered an ALE if they had at least 50 full-time or full-time equivalent employees (FTEs) during the previous year. In other words, even if you don’t have 50 full-time employees, you might still be considered an ALE if all your employees’ work hours add up to the equivalent of 50 full-time workers’ hours.

Here’s how to calculate your number of FTEs:

  • Calculate how many hours each part-time employee works on average per week and add all the hours together. This should be anyone who works under 30 hours a week or under 130 hours a month.
  • Divide that number by 30 and round up to the nearest whole number.
  • Add this number to your total number of full-time employees.
  • Voilà! That’s how many FTEs you have.

Again, if you have at least 50 FTEs, then you’ll be on the hook for either providing health insurance that meets the ACA minimum requirements or making an employer shared responsibility payment. If you have under 50 FTEs, you’re considered a small business, which means you don’t have to offer health insurance (but you still can if you want to).

Fair Labor Standards Act (FLSA)

The FLSA regulates several aspects of employment, including child labor, recordkeeping, minimum wage, and—most importantly for our discussion—overtime.

According to the FLSA, you’ll need to pay employees overtime, or time and half pay, if they meet the following criteria:

  • They work over 40 hours in a single workweek.
  • They’re considered nonexempt, i.e., they’re paid less than $468 per week on an hourly basis, and they don’t perform administrative, executive, or professional duties.

To clarify, exempt employees, though likely working full-time as salaried employees, are not eligible for overtime compensation if they’re paid more than $468 per week on a salaried basis and perform exempt duties.

What does that mean for your full-time employees? Most likely, if they’re hourly workers, it means you’ll need to pay them overtime when they work more than 40 hours a week. If they’re salaried (exempt) employees, you can ask them to work more than 40 hours a week without paying them overtime.

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Case Study: Why Does the Part Time vs. Full Time Definition Matter?

Note: We’ve changed the names of all involved.

Here’s a cautionary tale from one of our colleagues, John, on how not to squander talented employees by mishandling their part-time versus full-time status.

In a previous role as a retail manager at a small operation, John hired a friend—we’ll call her Andrea—as a part-time sales associate at the store he managed. Andrea ended up performing so well in her part-time role that John promoted her to assistant manager, a position that would move her to working full-time.

Now that sounds like a hiring dream come true, no? Everyone involved took advantage of all the benefits of part-time work:

  • The business didn’t have to spend as much money hiring and training Andrea up front.
  • John got to see how well Andrea performed before fully committing to a full-time hire.
  • Andrea got to test the waters before jumping straight in with a full-time position.

The business owner simply didn’t invest in or value his full-time employees. Instead, he demanded they work long hours for barely competitive wages, offered meager benefits, and provided no development path for talented workers.

But this potentially dream scenario was in fact a worst case scenario, especially for Andrea. “She burned out,” John explains. “It was more than she’d wanted, and we were asking too much of her. What started as a fun way to make some money a few days a week became a burden she was only willing to bear out of her friendship with me.”

More commitment from Andrea meant more involvement in the business’s operation and culture, which had major flaws. The business owner simply didn’t invest in or value his full-time employees. Instead, he demanded they work long hours for barely competitive wages, offered meager benefits, and provided no development path for talented workers like Andrea.

John feels that things might have been very different but for the promotion. He points out that “Andrea was a highly educated, hard-working, and smart woman in a dead-end job. She was a great sales associate and a great assistant manager, but she was also smart enough to know that she was worth more.” And so she left the business entirely.

With a better culture, better compensation, and more career development opportunities—like a path to a buyer or regional manager role, for example—Andrea might have been happy as a full-time employee. Or if she had stayed part-time, she might have continued being a super sales associate, energized and productive because she didn’t see it as a burden. “But instead, we lost a great employee,” says John.

Part-Time or Full-Time? Either Way, Do the Right Thing

As with many aspects of HR, there are lots of rules and regulations to consider when looking at the difference between part-time and full-time employees. And while those are certainly important from a budget and compliance perspective, John’s experience with Andrea highlights that employers shouldn’t lose sight of the employee experience as they weigh the pros and cons of different employee schedules.

Whether your employees are part-time or full-time, you need to help them feel valued, invested, and successful if you want your business to succeed.

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FAQs

How many days is part-time?

While there’s no legal definition of part-time vs. full-time employment, most part-time employees work 35 hours or fewer per week. Assuming each shift is an eight-hour day, that adds up to approximately a four-day work week. Learn more.

Do part-time employees get benefits?

Compared to full-time employees, part-time employees are less likely to receive benefits such as health insurance, dental insurance, or 401(k). Learn more.

How long is a part-time shift?

There is no set number of hours that makes up a part-time shift, but most part-time workers are scheduled for shifts that last eight hours or less in a single day. Learn more.

How much do part-time jobs pay?

In 2023, the average part-time job pays $14 per hour. It’s important to note, however, that income varies by age, location, and other demographic factors. Learn more.

Part-Time vs. Full-Time Work Schedules | What’s The Difference?

Employers and employees alike often wonder what the difference is between part-time vs. full-time work schedules. And it really is no wonder because a lot depends on the part-time vs. full-time distinction.

In this article, the experts at Sling show you how the part-time vs. full-time classification affect everything from schedules and pay to benefits and taxes. Before we do that, though, it’s vital that you understand the legal definitions of each category.

In This Article, We Discuss:

  • What Is Full-Time Work?
  • What Is Part-Time Work?
  • A Warning About Part-Time vs. Full-Time Work Schedules
  • Part-Time Vs. Full-Time Work Schedules
  • Pros And Cons Of Part-Time Vs. Full-Time
  • Key Considerations Of Part-Time Vs. Full-Time
  • Outline Your Policies In Your Employee Handbook

What Is Full-Time Work?

In 1940, Congress amended the Fair Labor Standards Act (FLSA) to limit the workweek to 40 hours. This quickly became the standard for defining a part-time vs. full-time work schedule.

Since then, various government departments have defined full-time status differently. For example, the Bureau of Labor Statistics defines “full-time” as 35 hours or more per week. The Affordable Care Act defines “full-time” as averaging 30 hours each week. And the Fair Labor Standards Act doesn’t even touch on numbers but simply states that the provisions apply to both part-time vs. full-time work schedules.

It’s important to understand that none of these definitions is legally binding. The only law on the books is the FLSA amendment that limits the workweek to 40 hours.

Additionally, that doesn’t mean that your employees can’t work more than 40 hours per week. It just means that if they do, they are entitled to overtime.

This gives employers significant freedom to define what full-time means to them. While some employers adhere to the 40-hour workweek as the definition of full-time, others lower that standard to 35, 32, or even 30 hours per week.

What Is Part-Time Work?

A part-time work schedule is one in which an employee works less than full-time. Yes, this is a vague definition, but it serves to illustrate the flexibility you have as an employer to designate what works for your business.

As you’ll see in the next section, a part-time employee is often disqualified from receiving certain benefits, so it’s essential to clearly define part-time vs. full-time according to the needs of your business.

A Warning About Part-Time vs. Full-Time Work Schedules

Regardless of how you define your part-time vs. full-time work schedule, it’s crucial that you don’t discriminate. For example, don’t make some of your waiters part-time (and deny them benefits), and other waiters full-time.

Similarly, avoid making all men part-time employees and all women full-time employees (or vice versa). That’s a recipe for legal trouble down the road.

Now that you understand the definition of part-time vs. full-time work, we’ll investigate what makes the two so different.

Part-Time Vs. Full-Time Work Schedules

1) Schedule

Part-time work schedules are typically more flexible. One week your employees may work four eight-hour days. Another week, they may work three ten-hour days. They may even work a rotating shift or the night shift if your business needs that.

Because of this flexibility, part-time work schedules are better for those going to school or for those who have another part-time job.

Full-time work schedules, on the other hand, are more stringent. Employees usually work from 8 a.m. to 5 p.m. Monday through Friday. Sometimes, a full-time work schedule is four ten-hour days. Either way, a full-time work schedule demands that an employee be available all week.

2) Hours

Part-time vs. full-time work schedules are distinguished by the number of hours each employee is required to work. If you designate “part-time” as 32 hours or less, that doesn’t mean you have to schedule your part-time employee for the full 32 hours. Some weeks they may work all 32, while other weeks they may work less.

Full-time work schedules usually indicate that the employee will be working at least that many hours. So if “full-time” for your business means more than 32 hours, your full-time employees will be working that number consistently throughout the year.

Rarely does a full-time employee work three twelve-hour days followed by four nine-hour days. Most full-time employees will work a set number of hours Monday through Friday (or Saturday).

3) Pay

Pay is one of the biggest differences between part-time vs. full-time work schedules. And it’s not necessarily about how much each employee is paid (a part-time employee can make just as much as a full-time employee). Rather, it’s about how that pay is calculated.

Part-time employees are most often paid by the hour. So if their pay rate is $10/hour and they work 30 hours in one week, you’ll pay them $300.

Full-time employees can also be paid by the hour, but they are sometimes instead paid a flat salary regardless of the hours worked in a week. So a full-time, salaried employee making $10/hour receives a paycheck for $450 whether they work 40 hours or 45 hours.

4) Benefits

Benefits are another major distinguishing factor between part-time vs. full-time work schedules. In general, part-time employees don’t receive benefits, such as health insurance, paid time off, retirement, and stock options.

Most businesses offer their full-time employees a compensation package that includes the above options as well as reimbursements for childcare, education, and fitness.

It’s important to note that benefits vary from employer to employer, and some are even moving toward offering their part-time employees the same benefits as their full-time employees.

5) Taxes

Both part-time and full-time employees are taxed in the same way. As an employer, you are required to withhold income taxes and Federal Contributions Insurance Act (FICA) taxes from every employee. You are also responsible for paying unemployment taxes and worker’s compensation benefits.

6) Job Security

Many employees consider a full-time job more secure than a part-time job. They see it this way because of the misconception that part-time employees make less money, don’t receive benefits, are less-highly trained, and are easier to replace. This isn’t always true.

Honestly, both part-time and full-time employees can be let go at any time. Neither classification offers more job security than the other.

Pros And Cons Of Part-Time Vs. Full-Time

Pros Of Part-Time Employees

Reduced Costs

Hiring part-time employees has a direct effect on your bottom line because you will pay less for salaries, benefits, and other expenses.

The capital you save can be channeled into other aspects of your operation like inventory, workforce optimization, or growing your business.

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Help When You Need It

Having part-time employees available to call on a moment’s notice when you’re short-staffed or extremely busy relieves a lot of the stress — for you and your employees — associated with running a business and providing excellent customer service.

Flexibility

Part-time employees have more flexibility in their schedules. As a result, managers often find it easier to build staff rotas because they can insert part-time employees here and there to fill in gaps.

Cons Of Part-Time Employees

Commitment

Because they only work a few days (or hours) a week, part-time employees may exhibit less commitment than full-time employees.

In many cases, though, you can build their commitment through culture, ethics, teamwork, and engagement exercises.

Knowledge Gaps

Part-time employees, by definition, work less than full-time employees.

Fewer hours on the job means less experience and, in many cases, knowledge gaps that can have a negative effect on the work the employee does.

On-the-job training and performance appraisals can make up for these gaps, but it will take the part-time employee much longer to exhibit the proficiency of a full-time employee.

Inconsistent Work

Knowledge gaps and lack of experience also lead to inconsistent work. As their experience grows, part-time employees will perform more consistently. Until then, be patient with them.

If they don’t seem to be improving, schedule a performance review and give them goals to strive for.

Pros Of Full-Time Employees

Loyalty

Full-time employees are usually more loyal than part-time employees.

Part-time employees may have to divide their attention between working in your business and working in another business.

Full-time employees, on the other hand, don’t have to divide their attention. They can give all their energy, concentration, and creativity to the demands of your business.

Consistency

Full-time employees don’t suffer from knowledge gaps like part-time employees do at first.

Full-time team members gain experience very quickly. As a result, their performance will be more consistent (in a shorter amount of time) than a part-time employee who started at the same time.

Productivity

Full-time employees are generally more productive than part-time employees. Those who work a 40-hour workweek (or other full-time equivalent) can, in many cases, start and finish a project in a single day or a single week.

Part-time employees (because of the way you scheduled them) may have to start a project on Monday, stop in the middle at the end of the workday, and then finish the project on Thursday when they return to work (or let someone else finish it).

That break in the schedule and the amount of work they can do directly affects the productivity of the part-time employee.

Cons Of Full-Time Employees

Payroll Costs

Payroll costs for full-time employees will naturally be higher than those of part-time employees.

Your business will pay the full-time team member for more hours per week, but it will also have to contend with benefits, insurance, and, in some cases, overtime. All of that together can make payroll for full-time employees extremely difficult.

Burnout

Full-time employees are also at higher risk of suffering from burnout.

The path to burnout starts with feeling disgruntled and escalates from there to fighting with coworkers and having a toxic influence on the way your business operates.

Work/Life Balance

Work/life balance is also an issue for many full-time employees.

They give so much attention to performing at their best while at work, they might not have the energy or the time to relax, unwind, or finish personal tasks after work.

When your full-time employees can’t balance their work life and their personal life, they start themselves down the slippery slope that leads to burnout.

Key Considerations Of Part-Time Vs. Full-Time

1) Overtime Laws

Overtime laws for your part-time vs. full-time employees are murky at best. It all comes down to whether you define an employee as exempt or nonexempt.

According to the federal government, an exempt employee is one that meets the following criteria:

  • Paid on a salary basis (not hourly)
  • Makes at least $35,568 annually
  • Has more responsibility

Exempt employees do not qualify for overtime. Nonexempt employees, on the other hand, meet the following criteria:

  • Paid hourly or on salary
  • Makes at least the federal minimum wage
  • Has less responsibility

This type of employee does qualify for overtime.

That may not seem so difficult, but when you throw part-time vs. full-time classification into the mix, things become a little less clear.

Both part-time and full-time employees can be classified as exempt, but most part-time team members are nonexempt and, therefore, qualify for overtime.

It all depends on how you structure part-time vs. full-time in your business. Be sure to check with the IRS or with an attorney who is well-versed in both your industry and the overtime laws that pertain to it.

2) Finding Part-Time Vs. Full-Time Employees

Finding part-time vs. full-time employees involves the same process.

Chances are, you’ve found sources that work for your business, but other simple and effective options include:

  • Putting up signs or flyers
  • Partnering with nonprofits
  • Asking current employees to spread the word
  • Posting position descriptions on job board websites
  • Targeting potential employees on Facebook and Twitter
  • Adding a ‘Careers’ page to your website

Whatever resource you use to find new hires, be sure to conduct a thorough interview to make sure they’re right for your business.

3) Hiring Both Types Of Employees

Hiring a mix of part-time and full-time employees is beneficial for some businesses but detrimental for other businesses.

Some industries thrive on hiring only part-time employees. Some industries, on the other hand, find that the workload runs more efficiently when they hire only full-time employees.

With a thorough knowledge of how your business works, you’ll be able to identify the right amount of part-time vs. full-time employees to hire to keep things running smoothly.

4) Onboarding Part-Time Vs. Full-Time Employees

It doesn’t matter if you hire all part-time employees, all full-time employees, or a mix of the two, you’ll onboard them in exactly the same way.

Your business will develop its own unique onboarding process, but most will have the same basic components:

  • Start the process before the new hire’s first day
  • Prepare your team for the new arrival
  • Set expectations for the new hire
  • Prepare the employee’s workspace before they arrive
  • Start the new employee on an easy day
  • Make them feel welcome

For more information on onboarding new employees, check out these helpful articles from Sling:

  • Welcome To The Team: 6 Expert Tips For Successful Onboarding
  • Onboarding Checklist: How to Onboard Your Employees the Right Way

5) Scheduling Employees

Scheduling part-time vs. full-time employees with anything other than the best software makes your job much more difficult.

The Sling suite of tools is perfect for creating even the most difficult types of schedules because it offers features that other programs don’t.

Features of the Sling app include:

  • Powerful and intuitive scheduling
  • Comprehensive time-tracking (with geofencing)
  • Dynamic reporting
  • Time-saving payroll processing
  • Customizable communication (e.g., location-specific or team-wide)
  • Effective budgeting
  • Productive labor-cost optimization
  • Helpful overtime control
  • Flexible cloud-based distribution
  • And much more…

The Sling app even incorporates onboard artificial intelligence that warns you when conflicts arise and then suggests solutions.

Try Sling for free to discover the myriad ways it can help streamline your human resource management and take your business to the next level.

Outline Your Policies In Your Employee Handbook

Regardless of whether you hire part-time employees, full-time employees, or a combination of both, be sure to list all of this information in your employee handbook. That way, each employee will know what to expect when you hire them to work and where to look for answers to common questions.

Additionally, be sure to update your employee handbook periodically. Review it with long-time employees during a staff meeting and with new hires during the onboarding process. When you do that, there will be no confusion about part-time vs. full-time work.

For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today.

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Part-time vs. part-time: what’s the difference?

Conventionally, working time can be divided into the following types according to duration.

Normal . The working hours of employees are set at 40 hours a week;

Incomplete. Working time is less than the number of hours established by regulatory legal acts;

Abbreviated . The time during which the employee must perform his labor functions, but the remuneration of such an employee is carried out in full.

Reduced working time is set:

  • for employees aged 16 to 18 – 36 hours per week;
  • for persons aged 15 to 16 (students aged 14 to 15 working during the holidays) – 24 hours a week;
  • for workers employed in jobs with harmful working conditions – no more than 36 hours per week;
  • for certain categories of workers (teachers, doctors and others) – reduced working hours are established by law.

Article 56 of the Labor Code of Ukraine stipulates that by agreement between the employee and the owner or a body authorized by him, part-time work or part-time work may be established both at the time of employment and subsequently.

Part-time work may be set for a fixed period and without a specified period. On a mandatory basis, at the request of the employee, part-time work is established for pregnant women, women with children under the age of 14, a disabled child, to care for a sick family member in accordance with a medical report. With the consent of the employer, part-time work may be introduced for all categories of employees.

The employer has the right, but is not obliged to satisfy the requests of other categories of employees for the establishment of part-time work, except in cases directly determined by the Labor Code of Ukraine.

Remuneration of labor in cases of establishment of part-time work is made in proportion to the hours worked or depending on output. Working on a part-time basis does not entail any restrictions on the scope of the labor rights of employees.

The introduction of part-time work in accordance with Article 32 of the Labor Code of Ukraine is a change in essential working conditions, respectively, its introduction requires advance warning of employees at least two months in advance. If part-time work is established at the request of the employee, then the employee does not need to be notified two months in advance, and part-time work can be introduced from any moment.

If an employee writes an application for the establishment of part-time work for him, it should be noted:

  • type of part-time work (part-time work or part-time work week),
  • part-time work mode (start and end time),
  • the period for which part-time work is established and the like.

It is not clearly defined by the legislation, the establishment of part-time work is allowed due to the reduction in the length of both the working day and the working week at the same time.

Legislation also does not regulate how many days or hours can be set for part-time work. It can be a certain number of hours per day or days per week.

In the event that part-time work is established without a time limit, the owner is not deprived of the right to change the length of part-time work or replace it with full time, provided that changes are made in the organization of production and labor at the enterprise, institution, organization, and in compliance with procedure, under Part. 3 Article. 32 of the Labor Code of Ukraine, and the established terms for warning the employee.

Part-time workers are not subject to Art. 53 of the Labor Code of Ukraine, to reduce the length of the working day on the eve of holidays and non-working days by one hour, both with a 5-day and a 6-day working week. That is, the duration of their work on the eve of holidays and non-working days is not reduced by one hour.

Part-time work does not entail any restrictions on the scope of labor rights of employees (Article 56 of the Labor Code of Ukraine).

Therefore, part-time workers are entitled to full-time leave, social benefits, in particular temporary disability benefits in the usual way.

An entry that the employee works part-time is not entered in the work book.

Part-time work (and its duration) is established by agreement of the parties for any employee, and reduced (and its duration) – established by law only for certain categories of employees. With a part-time working day, work is paid in proportion to the hours worked or depending on the output, and with a reduced working day – as for a full working day.

kr.dsp.gov.ua

How to pay for downtime for employees with a reduced day?

O.Ya. Reshetova,
Author of the answer, Ascon consultant on accounting and taxation in budgetary organizations

QUESTION

From 04/01/2020 to 05/31/2020, the company declared downtime due to reasons beyond the control of the parties with payment in the amount of 2/3 of the salary in proportion idle time. Employees went into downtime gradually, from different dates in April. In this regard, when closing the timesheet, a question arose regarding employees working part-time, with payment upon the fact of hours worked. They had previously issued orders for a reduced working day in accordance with Art. 93 of the Labor Code of the Russian Federation. For some employees, specific hours of work are prescribed in the order (for example, 8 hours a day from 08:00 to 17:00 at a rate of 11. 5 hours from 08:00 to 20:00), some do not – just a link to Art. 93, and also that payment is made on the basis of hours worked.

Question: how to pay for downtime for employees with a reduced day under Art. 93? Leave the norm or hours prescribed in the order for a shortened working day?

ANSWER

If the order on the introduction of part-time work did not specify the working hours for some employees (how many hours per week), then, in our opinion, downtime payment should be made based on the full norm of working hours.

Those employees who have part-time work and specified hours are paid based on this reduced working time.

JUSTIFICATION

By agreement of the parties to the employment contract, the employee, both upon hiring and subsequently, may be assigned part-time work (part-time work (shift) and (or) part-time work week, including with the division of the working day into parts). Part-time work can be established both without a time limit, and for any period agreed by the parties to the employment contract (Article 93 of the Labor Code of the Russian Federation).