Estrogen-progesterone deficiency b

If the temperature in the second phase does not rise either independently, or with prayers, or with the persuasion of girlfriends, if the difference in temperature in phases 1 and 2 is no more than 0.2–0.3°, this may indicate estrogen-progesterone deficiency.

Estrogen deficiency

If the basal temperature jumps like a March hare, large temperature swings are noticeable - this means that the woman may have estrogen deficiency. A qualified gynecologist should simply require tests for hormones, an ultrasound examination, and only after such manipulations prescribe medications.

Hyperprolactinemia

The hormone prolactin is known to be responsible for pregnancy. Due to the increase in this hormone (the body seriously thinks that you are pregnant), the basal temperature graph may be similar to the graph of a pregnant woman. Menstruation, just like during pregnancy, may not occur.

Inflammation of the appendages

Another reason for the rise in temperature in the first phase is inflammation of the appendages. Then the temperature rises only for a few days to 37 degrees, after which it drops again. This is difficult in these graphs because the increase masks the ovulatory rise.
In the first phase of the cycle, the temperature from days 11 to 15 stays at 37 degrees, the rise occurs sharply and drops sharply. An increase in temperature on the 9th day can be mistaken for an ovulatory rise, but in fact it is more likely to indicate inflammation. Therefore, it is very important to measure the temperature throughout the entire cycle in order to exclude a similar scenario: the temperature rose as a result of inflammation, then fell again, then rose due to ovulation.

Endometritis

The temperature in the first phase should normally decrease with menstrual bleeding. If a woman’s temperature at the end of the menstrual cycle drops before menstruation and rises again to 37 degrees after the start of menstruation, this may indicate the presence of endometritis. A characteristic feature is a drop in temperature before menstruation and an increase with the beginning of another cycle. If there is no drop in temperature before menstruation in the first cycle, that is, the temperature remains at this level, pregnancy can be assumed, despite the bleeding that has begun. You should take a pregnancy test and contact a gynecologist who will perform an ultrasound to make a diagnosis.

Some enterprises, for objective reasons, cannot organize their work in such a way as to provide employees with days off on the same days. Then you have to change the work schedule for the entire staff or specific employees. One option could be sliding mode.

It is necessary to distinguish work on a rotating schedule from flexible or shift work. There are important differences that relate not only to recording hours worked, but also remuneration for work. Therefore, it is important to know the features sliding schedule, the nuances of its preparation, as well as legal ways to transfer an employee to it.

Sliding schedule according to the Labor Code of the Russian Federation

According to the Labor Code of the Russian Federation (Article 100), an entrepreneur can establish one of 4 types for personnel working week.

1. Five days of work, two days off on the same days for everyone, usually at the end of the week.
2. Six working days with one fixed day off for all staff (most often Sunday, but other days of the week are possible).
3. Working week with an incomplete number of hours (not for the entire team).
4. Flexitime.

There is no separate section of the Labor Code of the Russian Federation dedicated to a sliding schedule, but it is mentioned in the context of the types of working week in Article 100.

Sliding mode they call a schedule in which the days of rest are not fixed, move and fall on any day, including public holidays; wherein total duration accounting period (week, month, quarter) should be identical to the regular schedule.

INFORMATION NOTICE! Flexible working hours are regulated by Art. 102 of the Labor Code of the Russian Federation, and work in shifts - Art. 103 Labor Code of the Russian Federation.

Rolling chart: specifics

What does the expression “graph slipping” mean? As part of this regime, days intended for rest “move” along the calendar. This does not happen randomly or at the employee’s choice, but is secured by a pre-drawn plan. For example, one week an employee rests on Wednesday and Friday, and the next on Tuesday and Thursday.

Remains relevant in sliding mode time tracking, summing up the hours worked for a particular period selected for accounting. The time cycle for which working hours will be added up is set individually at each enterprise, which is enshrined in the local regulations of the company: it is lawful to choose a week, month, quarter or even a year for this purpose.

IMPORTANT! The amount of time worked cannot exceed the amount of hours provided for by law, that is, 40 per week in terms of the accounting period. If the hours worked are less due to the fault of the scheduler (the employee is “underworked”), the rate must still be paid in full.

Creating a rolling schedule

An employee cannot be forced to work in a certain way without his consent. Possible options The legal application of a sliding schedule requires the good will of the employee and his consent to this form of employment. Let's look at them.

1. Sliding schedule for employment. If a person is hired for a job that has a flexible schedule, it is his right to agree to such working conditions or not. He should read about this feature of his future regime in employment contract. By signing this document, he thereby accepts the obligation to comply with the schedule established for him.
2. Setting up a sliding schedule. It happens that the mode of postponing days off is caused by production necessity, then the management must notify the employee about this and obtain his consent in writing. Changing the schedule is carried out by drawing up an additional agreement to the employment contract.
3. Assignment of working days and days off. In the sliding mode, the schedule is drawn up for the period selected by the accounting period. To familiarize employees with it in advance, it is no longer necessary to adhere to certain deadlines. It is enough if the schedule is known before the accounting period. The employee no longer has the power to change it at his own discretion or refuse to contact workplace on some days. However, it is advised to avoid conflicts and difficult situations familiarize staff with the upcoming regime in advance, preferably a month in advance.

Everyone has a day off, but you have work according to schedule

If your schedule is rotating, forget that holidays usually fall on the weekend. This may turn out to be this way, or it may turn out to be different - it all depends on how the schedule was planned. If Saturday or Sunday turns out to be intended for work, nothing can be done; this is a feature of the sliding schedule. They are considered normal workdays and are paid accordingly. An additional day of rest is not provided. The employee has no right to refuse to go to his workplace on this day.

FOR YOUR INFORMATION! Certain types of employees, such as mothers of children under three years of age, have advantages regarding work schedules. But not in cases where their signature is on the consent to a rotating schedule: there are no exceptions for them, that is, they will have to work on any day of the week that turns out to be working according to the schedule.

What about the holidays?

Official non-working days, adopted within the country, also do not always turn out to be days off for sliding-scale workers.

Art. 113 of the Labor Code of the Russian Federation prohibits assigning work on these days, however, there are exceptions to this law:

• inability to suspend work due to production needs;
• work related to serving people, provided for in the relevant list (for example, transport employees, doctors, emergency responders, etc.);
• signature of the employee himself, indicating his consent (taking into account the opinion of the trade union).

If for an employee with a flexible schedule the working day falls on a public holiday, it will have to be worked. But the status of a holiday cannot be canceled, so it must be paid at a double rate or provided with an additional day off on some other day (by agreement).

Employees with benefits

On holidays, if they happen to be working, employees with special statuses have the right to refuse to work:

• disabled people;
• mothers of children under three years of age.

For them, it is better to plan their work hours so that they do not have to work on official days. holidays. But if for some reason it is difficult, and they themselves do not mind going on a work shift on such a day, this is possible, if it is not contraindicated for them for health reasons. In this case, the authorities must obtain their signature on the document indicating that they are aware of their right of refusal.

ATTENTION! An additional order, which is usually issued to attract employees to work on holidays, is not necessary in this case: its role is performed by a signed agreement on a sliding schedule or its establishment under an employment contract.

Flexible, replaceable or sliding

In business and personnel practice, these concepts often cause confusion and confusion.

We see that they are regulated by different articles of the Labor Code, which means they have serious differences in documentation, payment and approach to accounting.

Comparison with flexible schedule

Sometimes the concepts of “flexible” and “sliding” schedules are used interchangeably. In some legislative acts, especially those that have not undergone significant changes since Soviet times, this is directly reflected in the title, for example, Resolution of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated 06.06.1984 No. 1701/10-101 “On approval of the Regulations on the procedure and conditions for the application of a sliding (flexible) work schedule for women with children.”

However, these two types of graphs cannot be identified. It would be more accurate to say that any schedule is flexible, but not every sliding schedule is necessarily flexible.

Sliding and rotating schedules

The shift schedule is characterized by continuous production and work shifts of several shifts per day. Weekends in this mode also shift, which is the reason why it is confused with sliding. But with a shift schedule, a shift in days off occurs when the total recording of working time for the accounting period shows overtime (Part 3 of Article 111 of the Labor Code of the Russian Federation).

Differences between a sliding schedule and a flexible and shift schedule

Main distinctive features These three types of working time organization are shown in Table 1.

A vacation schedule is a mandatory and necessary thing for both the employer and the employee himself.
Without it, it is difficult to plan production, take into account the number of products produced and, in general, the growth of the enterprise.

Therefore, employers make up their employees. Sometimes vacation falls at an undesirable time for the employee. This happens, and often. The employer explains that it is a production necessity.

There are two sides to the issue for the employee - on the one hand, everything is bad, and on the other, nothing is accidental, because you can have a wonderful vacation in winter! This is for those who cannot shift their schedule. But is it possible for an employee to reschedule it for another time? Is it possible to provide it to an employee outside of the schedule?

Unscheduled vacation is possible. You just need to reach an agreement on a new start date for your vacation with your employer. No one has canceled communication yet.

Is it possible to provide unscheduled leave?

Eat general rule– regular vacation is granted to each employee at any time of the year, according to the vacation schedule agreed upon and approved by the employer.

There are exceptions:

• a newly hired person has the right to leave after six months,
• women in front maternity leave,
• youth under 18 years of age,
• specially specified cases provided for by federal legislation.

Providing unscheduled leave to newly employed people

In a situation where you get a job and the vacation schedule has already been drawn up, you will still be able to rest after six months, write an application for leave, get the employer’s signature and rest. If you need to rest before this time, also coordinate this with your employer on vacation!

Other cases of granting unscheduled leave

If you have the “Honorary Donor of Russia” badge, if you are under 18 years old, you cannot be denied leave at the time you need, despite the fact that the schedule has already been drawn up and your name is there.

If you are a part-time worker, then by law you have the right to vacation simultaneously with vacation at your main place of work. This requires communication with management and a statement explaining the reasons.

They will also provide leave at the same time as the wife’s maternity leave. This is also written into law.

If you don’t need a full vacation, you can divide it into several parts, one of which is at least 14 days. In this case, an application from the employee and consent from the manager are also required. If there is no agreement, then you will rest completely and according to schedule.

Thus, the employee must notify about the vacation twice: first when drawing up the main vacation schedule, where he signs next to his vacation date, and the second time - in writing, no later than two weeks before the start date. The purpose of this action is to remind the employer and employee of the start date of the vacation.

Next, the employee acts in a certain way - written in the usual way - I ask you to provide, from__ to__, for the next annual paid leave. For an extraordinary vacation, if the vacation is not according to schedule, then a statement is written asking for a postponement and explaining the reason - for example, for family reasons. And then: date of writing, signature. A sample application for transfer of leave can be downloaded.

day according to schedule- (eg completion of work) [A.S. Goldberg. English-Russian energy dictionary. 2006] Energy topics in general EN scheduled day …

load change according to a given schedule- - [Ya.N.Luginsky, M.S.Fezi Zhilinskaya, Yu.S.Kabirov. English-Russian dictionary of electrical engineering and power engineering, Moscow, 1999] Topics of electrical engineering, basic concepts EN load followingLF ... Technical Translator's Guide

weight of cargo paid according to the cargo schedule- - Topics oil and gas industry EN carload ... Technical Translator's Guide

location of the explosion point according to the network diagram- — Topics oil and gas industry EN scheduled shotpoint location … Technical Translator's Guide

scheduled shutdown- - [Ya.N.Luginsky, M.S.Fezi Zhilinskaya, Yu.S.Kabirov. English-Russian dictionary of electrical engineering and power engineering, Moscow, 1999] Topics of electrical engineering, basic concepts EN routine outagescheduled outage ... Technical Translator's Guide

simple on schedule- - [Ya.N.Luginsky, M.S.Fezi Zhilinskaya, Yu.S.Kabirov. English-Russian dictionary of electrical engineering and power engineering, Moscow, 1999] Topics of electrical engineering, basic concepts EN scheduled downtime ... Technical Translator's Guide

work according to schedule- - [Ya.N.Luginsky, M.S.Fezi Zhilinskaya, Yu.S.Kabirov. English-Russian dictionary of electrical engineering and power engineering, Moscow, 1999] Topics of electrical engineering, basic concepts EN scheduling activiti... Technical Translator's Guide

repairs on schedule- — Topics oil and gas industry EN scheduled repair … Technical Translator's Guide

right on schedule- A management concept that involves the supply of a resource just at the moment when it needs to be used; a production system in which raw materials and parts for manufacturing products are delivered directly to the workshops, bypassing warehouses. Syn.: just on time... Dictionary of Geography

Treatment- 7. Processing* Mathematical and (or) logical analysis of measurement results Source...

Processing the results- 3.5. Processing of results Based on the results of sifting, calculate: the partial residue on each sieve (ai) in percentage according to the formula (3) where mi is the mass of the residue on a given sieve, g; m mass… … Dictionary-reference book of terms of normative and technical documentation

Books

• Visualize it. How to Use Graphics, Sticky Notes, and Mind Maps for Teamwork by Sibbett D. Leaders want meetings to be productive and work sessions to be effective. But it is extremely difficult to achieve this: during the report, the attention of the listeners is quickly lost and even...
• Visualize it! How to Use Graphics, Sticky Notes and Mind Maps for Teamwork by David Sibbett. Managers want meetings to be productive and work meetings to be effective. But this is extremely difficult to achieve: during the report, the attention of the listeners is quickly lost, and even...

When organizing work, especially continuous or without days off, for many areas of activity the best option is a sliding work schedule - it should be distinguished from both the standard working week and shift mode labor. In this case, it is necessary to take into account many nuances so that the resulting sliding work schedule according to the Labor Code of the Russian Federation does not violate established legislative norms - this can especially often happen during the work mode. Every HR specialist or employer who intends to use a similar work time division scheme should know how to properly organize a sliding work schedule.

What is a sliding work schedule according to the Labor Code of the Russian Federation?

Directly in the standards of the Labor Code of the Russian Federation legal regulation A sliding work schedule is practically not directly ensured by its provisions. Thus, a direct mention of a sliding schedule in the Labor Code of the Russian Federation is found only in the text of Article 100 of the Labor Code of the Russian Federation, which regulates the establishment of separate working hours. Nevertheless, this method The organization of working time is quite popular among many employers, as it allows you to optimize human resources when they are limited, and the establishment of a shift work schedule or work in a standard working week is not cost-effective.

In itself, a sliding work schedule implies the absence of fixed days off during the week or strictly fixed work shifts. Thus, the most commonly used sliding schedule is 2/2 - two days of work followed by two days off. In this case, the duration of the work shift can be set either in the standard eight hours or in the format of a 10-hour or 12-hour work shift.

Accordingly, the legal regulation of a sliding work schedule from the point of view labor legislation relies primarily on the use of the mode. This method of organizing labor is considered in the provisions of Article 104 of the Labor Code of the Russian Federation and has a number of certain restrictions. At the same time, it is necessary to understand that such a method of establishing a work schedule cannot lead to actual overtime by employees in excess of the standard working hours for the accounting period in question.

Often, a sliding schedule means working in flexible working hours, regulated by the provisions of Article 102 of the Labor Code of the Russian Federation. However, in practice, a sliding schedule has a number of certain differences from a flexible schedule, which will be discussed below.

Why do you need a sliding work schedule - the feasibility of using it

A rotating schedule is most often used in cases where an organization cannot afford or does not need to establish a full shift work schedule or a standard five-day or six-day work week. To better understand the working mechanisms of this method of organizing work, you can simply consider examples of professions in which it is most often used:

• Sellers. In most stores there is no need to establish a 24-hour shift schedule, but at the same time there is a need to ensure work throughout the week without days off. At the same time, the length of the working day usually exceeds the standards established for a standard five-day week of 8 hours. Therefore, a staggered work schedule is best suited in this situation.
• Security guards. The principle of work and organization of work for such employees is also almost similar to work in stores. Security is always needed at an enterprise during its operation, but for round-the-clock security there is usually no need for as large a staff as during active operations.
• Telecom operators and consultants. It is often necessary to provide consulting support and the presence of an employee on the phone throughout the week, but not the entire duration of the day. In this case, a staggered work schedule can also help.

Having considered the main specialties, we can conclude that a sliding work schedule is relevant in cases where it is not possible to use other organizational mechanisms labor activity employees, including if they are simply inappropriate from an economic point of view. It should be noted that a staggered work schedule for managers and highly qualified specialists is not suitable in most cases and is most often most relevant for line employees of the organization.

Differences between a sliding schedule and a flexible schedule

Since many employers are often confused with sliding, it is necessary to distinguish between these working modes in advance. However, they do have common features, which include the following features:

• Using summarized working time tracking. Both in the case of a flexible work schedule and in the case of a staggered schedule, the use of a legal framework is assumed to ensure the functioning of the summarized recording of working hours.
• General legal restrictions. The principles provided for by law prohibiting excess work volumes and requiring increased payment for overtime work have the same impact on these methods of organizing working time.
• Possibility of creating non-standard work schedules. Both flexible and rotating work schedules allow you to organize work time within the limits of legal regulations in many different ways.

However, key differences between these methods of setting work schedules seriously distinguish them from each other. Some of the differences between a sliding work schedule and a flexible one include:

• One-sidedness. In the case of a sliding work schedule, the employee only needs to agree to the terms of the employment contract, after which the employer will have the right to use the provisions provided by him and local regulations ways to change it that do not contradict the law. At the same time, a flexible work schedule implies a mandatory agreement between the parties to the contract for every possible change in the schedule, and such a change can be initiated not only by the employer, but also by the employee.
• Scope of application. Flexible work schedules are usually used in cases where the nature of the work makes it difficult to establish a fixed schedule, for example, for maintenance or utility workers, as well as senior staff. At the same time, a sliding work schedule is used when it is necessary to organize a stable, but non-standard working hours for ordinary employees.
• Fixation mechanisms. A sliding schedule implies the possibility of constant and advance planning of employees' schedule for going to work for any period of time up to one year, while a flexible work schedule usually changes much more often and involves fixing all working hours in fact.

What is the difference between a rotating and shift work schedule?

A shift work schedule can also often be confused with a rotating one. However, the differences in these types of organization of working hours are even greater than in the case of flexible schedule work. In particular, sliding working hours differ from shift work primarily in the following aspects:

How to set a sliding work schedule - an example in the form of 2/2 for 12 hours

To establish a staggered work schedule in an organization, you can consider the sequence of actions using the example of two days of 12-hour work. Thus, the sliding work schedule 2/2 for 12 hours is one of the most popular among Russian employers. In this case, the employer should follow the following step-by-step guidance:

1. Creation of local regulations that would regulate working hours at the enterprise. The legislation does not provide for a special form for such acts; the main thing is that their provisions are clear and brought to the attention of employees. In addition, the accounting period must be indicated - it should not exceed one year and be less than one week.
2. Drawing up an employment contract with an employee with a mandatory mention of the availability of a sliding schedule. Moreover, in this case it is not necessary to indicate the work shifts directly in the employment contract - it is enough to establish a reference to the current local regulatory documents.
3. Direct creation of the graph. An example of a sliding work schedule according to the Labor Code of the Russian Federation may look quite simple - you need to take a month and mark in it working days and weekends for each specific employee according to the 2/2 mode.
4. Clarification of working hours. The standards for using a sliding work schedule of 2/2 for 12 hours presuppose, when recording working hours together, the presence of a certain amount of overtime for each employee. This is due to the fact that as a result, one working week will account for 42 hours of work, with a maximum of 40 hours allowed. Therefore, several additional days off should be allowed for during one accounting period.

Sliding work schedule according to the Labor Code of the Russian Federation and restrictions on its application

As mentioned earlier, the legislation establishes certain restrictions regarding working hours, which also apply to a sliding work schedule under the Labor Code of the Russian Federation. First of all, these include the prohibition of overloading workers in excess of established standards. That is, exceed the figure of 40 working hours per week.

However, these standards do not necessarily have to take into account only one working week, but can be calculated for the entire initially defined accounting period in compliance with the indicated pattern. National and regional mandatory holidays must also be taken into account.

If the legislation provides for a shorter working week in hours for certain categories of the population or types of work, then it should also be taken into account when maintaining summarized records of working time for a sliding work schedule.

Also, it is necessary to remember not only to ensure that employees have the right to work no more than established limits, but also to comply with the requirements regarding their rest. Thus, workers on a rotating schedule must have at least one period of continuous rest of 42 hours during one working week. In addition, if the duration of one work shift exceeds 4 hours, employees must also be provided with and.

If, when summing up the summed up working time of employees, overtime is generated, it should be considered overtime work and be paid at an increased rate.

One more important nuance affecting the issues of maintaining summarized working time records is the activities of workers in hazardous or harmful conditions. This situation requires the employer to use accounting periods for the said employees to calculate working time that last no more than 3 months.