A fixed-term contract for the performance of a specific job. Sample employment contract for the period of performance of a certain work, concluded between a legal entity and an individual

Fixed-term employment contract: instructions for use

Employers often have situations where they have to hire employees to perform a specific task. Usually in these cases, the director wants to hire people "for a while", that is, to conclude a fixed-term employment contract with them. But is it always possible to conclude fixed-term employment contracts? How to do it right? What wording should be in the contract and in the order for employment? The answers to these and other questions on fixed-term employment contracts are in our today's article.

What is the limitation of the use of a fixed-term employment contract

Conclude with the employee "temporary" (or, to put it legal language, urgent) employment contract, guided only by the desire of the employer, is impossible. The list of cases in which the legislator allows you to issue a fixed-term employment contract is given in the article Labor Code RF. This list is exhaustive. At the same time, the article of the Labor Code of the Russian Federation states that if a fixed-term employment contract is concluded, then its text must indicate the circumstances (reasons) that served as the basis for the application of just such an agreement.

Thus, arrange temporary labor Relations with an employee is possible only in cases where this is expressly permitted by the norms of the article of the Labor Code of the Russian Federation. In fairness, we note that the list of situations that are given in this article is quite long. Moreover, some positions of the list are open, which allows to further expand the scope of a fixed-term employment contract.

The list itself is divided into two parts. The first includes cases when a fixed-term employment contract can be concluded at the initiative of the employer. And the second part of the list lists situations when the agreement of the parties is required for the application of a fixed-term employment contract. Concluding the description of the general rules that govern the conclusion of fixed-term employment contracts, let us once again draw your attention to an extremely important norm. Even if the employee does not object to the temporary nature of the employment relationship, it is possible to include a condition on the term of its validity in the employment contract only if this is expressly permitted by the norms of the article of the Labor Code of the Russian Federation.

Below we will dwell in more detail on the most common grounds from the first part of this list (that is, we will consider cases when a fixed-term employment contract can be concluded at the initiative of the employer).

Temporarily absent employee

Perhaps, in practice, the most common situation in which it is possible to conclude an employment contract for a certain period is hiring a temporarily absent employee to perform the duties. In this case, the place of work is retained by the "main" employee. But until he does his job, another person can be temporarily taken in his place (part 1 of article TK RF, letter of Rostrud dated 03.11.10 No. 3266-6-1).

The Labor Code does not specify the reasons why the "main" employee may be absent from the workplace. Therefore, the reasons can be absolutely any. For example, temporary disability, leave (not only for childcare, but also annual paid, or leave without pay), temporary transfer on a medical report for another job, the performance by an employee of state or public duties, passing a medical examination or advanced training with a break from work.

We note one more important point: it is impossible to draw up a fixed-term employment contract, according to which a “temporary” employee will alternately replace several absent “main” employees (for example, during their holidays). This is due to the fact that the article of the Labor Code of the Russian Federation provides for the execution of a fixed-term employment contract for the duration of the performance of the duties of an absent employee, that is we are talking about a particular employee and about the performance of his labor functions. Therefore, if it is necessary to organize "safety net" for the period of vacation of "main" employees, then each time you will have to draw up new treaty(i.e., terminate a fixed-term employment contract when the “main” employee leaves and conclude a new one during the absence of another employee).

As noted above, on the basis of the article of the Labor Code of the Russian Federation in a fixed-term employment contract, it is necessary to directly indicate that the contract is concluded for a while, and give the appropriate reason from the list established by the article of the Labor Code of the Russian Federation. In the case under consideration (when hiring an absent employee for the duration of the duties), it can be recommended to add the following wording to the contract:

What to write in the contract and in the form No. T-1

The list of seasonal work, as well as their maximum duration, are established by industry agreements (Part 2 of Art. Labor Code of the Russian Federation). Also, for these purposes, you can be guided by the List of Seasonal Works (approved by the Decree of the NCT of the USSR of 10/11/1932 No. 185) and other documents (for example, Decrees of the Government of the Russian Federation of 04/06/99 No. 382 and 04.07.02 No. 04.07.91 No. 381).

As you can see, in order to conclude a fixed-term employment contract on this basis, it is necessary that the seasonal nature of the work be officially confirmed. That is, the relevant type of work must be included in the industry agreement or normative act. At the same time, the term of such an agreement cannot exceed the term of the season established by the same document.

At the same time, a probationary period for those who are hired for a period of up to two months is not assigned. If the employment contract is concluded for a period of two to six months, then the probationary period can be up to two weeks (Art. Labor Code of the Russian Federation).

What to write in the contract and in the form No. T-1

It should be noted in the employment contract that it is concluded for the season. Since the duration of the season depends on the natural and climatic conditions, it is not necessary to indicate a specific date for the end of the employment contract (part 4 of article of the Labor Code of the Russian Federation). Accordingly, the wording of the employment contract may be as follows:

The same wording must be transferred to the order for employment (form No. T-1). At the same time, in the “by” column of this order, the expiration date of the employment contract can be indicated not only by the specific end date of the season, but also by the onset of the event (for example, write “end of the season”).

Work outside the normal activities of the employer

The next legal basis for concluding a fixed-term employment contract is the performance of work that goes beyond the normal activities of the organization.

Features of concluding a fixed-term contract

If the employer enters into the work book data on the period for which the employment contract is drawn up, then this will be a violation of the procedure for maintaining work books, and may lead to administrative responsibility under Article 5.27 of the Code of Administrative Offenses of the Russian Federation.

An employment contract for a fixed period may at any time be required by a personnel officer or other person hiring personnel. And it is not always necessary to hire him indefinitely. In certain cases, the law allows employers to conclude a temporary employment contract with employees, a sample of which will be discussed below.

Sample fixed-term employment contract - 2018: when it is needed

The document will be required when hiring an employee:

for temporary work - no longer than two months;
for seasonal work - when it can only be performed for a certain period (for example, picking mushrooms is possible only in the summer-autumn season);
in organizations specially created to perform specific work in a clearly defined period;
to perform the duties of a temporarily absent subordinate (for example, an employee who is on parental leave);
for registration of persons undergoing alternative civilian service, etc.

Full list legal grounds for concluding a contract with an employee for a certain period is given in the 59th article of the Labor Code. And the 58th article of the Labor Code prohibits issuing it for more than 5 years.

Fixed-term employment contract - sample design

Each document must be properly formatted. This minimizes the possibility of contesting it. It is not difficult to create a fixed-term employment contract, but you need to know the basic rules for its execution and make sure that they are observed in the finished versions.

The fixed-term employment contract (sample 2018) must include:

information that it is concluded for a certain period;
an indication of which one (the date of the start and end of the contract is fixed in the document);
the basis that gives the right to draw up an employment contract for a certain period (for example, “The contract is urgent due to the seasonal nature of the work performed”).

When compiling a job application, it should also reflect that it will be urgent. For example, an employing citizen can write in it:

“I ask you to accept me as a secretary for the period of parental leave of the main employee - M.A. Korshunova.”

A sample fixed-term contract can be viewed.

Fixed-term employment contract - order form

If the term of the employment contract ends, and the parties decide to extend it, this is done according to the following procedure:

A verbal agreement is reached on the extension between the employer and the subordinate.
To the current employment contract drawn up supplementary agreement on the prolongation of its validity for a certain period - it is necessary to indicate for which one. The document is signed by each party.
The employer issues an order to change (extend) the fixed-term contract with the employee. It also indicates the extension period, and the details of the additional agreement concluded are entered as the basis.

A sample order to change the term of an employment contract is not approved by law, but it can be based on unified form T-1, approved by the Decree of the State Statistics Committee of Russia No. 1 of 01/05/2004. It might look like this, for example

However, if the parties wish to make any contract open-ended, for example, a fixed-term employment contract for 3 months, a sample order will not be needed, nor will the procedure described above be needed. The law states that if neither the employee nor the employer demanded the termination of a fixed-term contract, and the employee continues to work at the same place after its expiration, the contract automatically becomes indefinite.

Agreement with a minor

When concluding a fixed-term contract with a teenager, the document must reflect the special requirements of the law for the employment of minors (Article 70, Chapter 42 of the Labor Code). In particular, they may not be placed on probation or subject to overtime work. Adolescents aged 14-15 have the right to work only with the written permission of a parent or guardian, which must be recorded when concluding a fixed-term contract.

When concluding a fixed-term employment contract with a minor, you can take a regular contract as a sample, which you will find at the link, be sure to add the necessary clauses to it (an indication that it is urgent, the duration of the contract and the reason for “urgency”, for example, in connection with the performance of seasonal work ).

Contract for a month

The Labor Code does not establish a minimum contract period for an employee. On the contrary, a whole chapter 45 of the Labor Code is devoted to contracts concluded for a period of less than 2 months. That is, conclude labor contracts for a period of one month is not illegal. But its text must take into account the limitations imposed on such treaties. For example, as in the situation with adolescents, it is forbidden to a short time hire staff on probation.

In what cases is a temporary employment contract useful and what provisions should be included in it.

From the article you will learn:

Official employment always takes place on a contractual basis. The employee and the employer conclude an agreement that determines the procedure for their further interaction. Labor function new employee, salary, working hours, payment of compensation - these and other conditions are reflected in the document, which the parties can refer to when resolving disputes.

Download related documents:

Indefinite and fixed-term (temporary) employment contract

There are two types of employment contract - open-ended and limited-term. According to Article 58 of the Labor Code of the Russian Federation, a fixed-term employment contract is concluded for a maximum of five years, and not at the whim of the employer, but for objective, legal reasons. Therefore, every organization planning to conclude a temporary employment contract for hiring an employee must have good reasons for this.

In some cases, the law allows the employment of workers for a limited period by agreement with them, namely:

for urgent rescue or liquidation work (to prevent epidemics, man-made disasters, natural disasters, epizootics and other emergencies, as well as to eliminate their consequences);
to perform work in the climatic conditions of the Far North and equivalent areas, if employment involves relocation;
with pensioners by age and persons who, for health reasons, are only allowed to work of a temporary nature (confirmation in the form of a medical certificate is required);
with specialists selected by competition or entering a part-time job;
with creative workers of cinematography, mass media, theaters, concert organizations;
with managers, their deputies and chief accountants of enterprises of any form of ownership;
with full-time students;
with the crews of ships - sea, mixed, inland navigation.

In addition, in 2017, a temporary employment contract with an employee by agreement of the parties can be concluded by any small business entity with a small staff (no more than 35 people, and in the retail or consumer services - no more than 20). This rule also applies to employers in the status of individual entrepreneurs. But first you need to get the consent of the employee.

Sometimes the employer can determine the duration of the contract unilaterally. The grounds giving such a right are listed in part 1 of article 59 of the Labor Code of the Russian Federation. It is allowed to conclude a temporary employment contract for hiring an employee in 2017:

to perform seasonal or temporary work;
for work that goes beyond the normal production activities(commissioning, restoration, assembly);
with a temporary (for up to one year) expansion of production;
for the duration of the duties of a temporarily absent employee, who retains his place of work;
for vocational training, practices, staff training;
with persons sent to work abroad;
with persons sent to undergo an alternative civil service or community service;
in cases of election to paid work in an elected body for a certain period.

Employment contract with a temporary worker: sample-2017

Before entering into a temporary employment contract in 2017, make sure that the employee is aware of the limited period of employment and fully agrees to this condition. Do not forget to familiarize yourself with the documents submitted by the employee in accordance with the requirements of Article 65 of the Labor Code of the Russian Federation. Check if all mandatory items are included, if the addresses and details of the parties are correct.

In order for the content and form of the document to fully comply with the requirements of current legislation, use a ready-made employment contract with a temporary worker as a template (a sample on our website is available for download). The condition of urgency is prescribed in a separate paragraph. Both in the contract and in the employment order, the end date of the employment relationship is indicated by a specific date - in contrast to the replacement of a temporarily absent employee, when the condition termination of employment becomes the return of the main specialist:

Download in.doc

Important: a temporary or seasonal worker has the right to terminate the employment contract unilaterally by notifying the employer about it three days before the dismissal (and not two weeks, as required by the standard procedure).

Changes in the document (employment contract) are possible only by agreement of the two parties (employer and temporary worker) and must be in writing, a sample document is easy to find on the Internet.

Temporarily hired workers are not subject to a probationary period.
On holidays and weekends, such workers can be involved in work only with their consent, recorded in writing, and, only within the specified period, payment for such days is made in a double amount, but, as compensation, this person is not given an additional day off.
The procedure for calculating paid leave for specialists hired temporarily is somewhat different than for permanent employees.

Part 3 of Article 17 of the Labor Code defines the case of concluding such an employment contract: an employment contract for the period of performance of a certain work is concluded in cases where the time of completion of work cannot be determined exactly. Since this, in a broad sense, is a fixed-term employment contract, then all labor legislation applies to it, and in the narrow sense it is one of the types of a fixed-term employment contract, therefore there are some exceptions, defined in Chapter 23 of the Labor Code.

Info

Note that the conditions for the temporary nature of the work must be specified in the employment contract. And also that when hiring temporary workers, a preliminary test is not established. Like all employees, regardless of the employment contract under which they work, temporary workers are also entitled to leave. Leave is calculated in proportion to hours worked.

Fixed-term employment contract: instructions for use

A person who is temporarily hired must, without fail, be warned by an order that his activity, concluded under a temporary employment contract, is of a non-permanent nature, indicating a specific deadline for its completion. The document regulating the admission of such a specialist should indicate the exact factors that serve as the basis for signing a temporary contract.

If the employer is trying to conclude a temporary contract for a longer period, or the work performed is of a specialized nature, such actions are recognized as unlawful, the essence of the temporary employment contract does not allow this. A fixed-term employment contract can be concluded for up to five years, the duration of the minimum period is not regulated.
At the end of its term, in the absence of an initiative from one of the parties to terminate it, the status of such an agreement changes to an indefinite one.

Temporary employment contract

Employer" Entity, individual entrepreneur, which provides work, and is also a tax agent. It should be remembered that in certain situations the employer may be an individual.

The format of such an employment contract is a large number of most different features"Employee" The second party to the contract, which fulfills the obligations arising in connection with the conclusion of the employment contract "Salary" Cash, which rely on the employee for the implementation labor activity. Terms of receipt wages again reflected in the contract "Fixed-term employment contract" An agreement that is valid for a certain period of time "Indefinite employment contract" An agreement that does not have a specific period of validity.

In most cases, such an agreement is concluded.

Employment contract for the duration of a specific job

In this case, the employment contract concluded for the duration of the performance of the duties of a temporarily absent employee is converted into an open-ended one by analogy with Article 39 of the Labor Code, and the dismissal of such an employee is possible already in general order in compliance with all legal requirements. An employment contract for the period of seasonal work is concluded in cases where, due to natural and climatic conditions, work can only be performed during a certain season. Thus, a fixed-term employment contract is concluded for a certain season, which should not exceed 6 months.

The nuances of concluding a temporary contract with an employee

Attention

In addition, the contract contains labor incentive measures (increased tariff rates, allowance, etc.) and social guarantees(provision of an apartment). In what cases is it possible to transfer an employee from indefinite to urgent form contracts? In pursuance of Article 72 of the Labor Code of the Russian Federation, the transfer of an employee to a fixed-term contract is possible only with his consent.

No other reason to change perpetual contract for urgent labor law RF is not provided. So, when drawing up a fixed-term contract of employment, you should be extremely attentive to the execution of documents.
Be sure to clearly define the grounds for such an agreement, specify the duration of its validity. In order to avoid conflict situations and claims from controlling organizations, one should adhere to the requirements of the Labor Code of the Russian Federation for drawing up an employment contract with a temporary worker.

Fixed-term employment contract during the absence of a permanent employee

During a period of economic difficulties, many employers prefer to conclude fixed-term employment contracts with staff in order to be able to part with the employee at the end of work. Employers know that the Labor Code allows the conclusion of a contract for the duration of certain work, but they do not know how to draw it up correctly, and in practice they make many mistakes. In this article, we will consider the procedure for concluding a fixed-term employment contract with employees hired to perform a known work, when its completion cannot be determined by a specific date. When concluding a fixed-term employment contract, the employer is obliged to include in it two mandatory conditions related to the urgent nature of the contract: 1) the term of the fixed-term employment contract; 2) the circumstances that served as the basis for concluding a fixed-term employment contract.
In the event of disputes, an incorrectly concluded temporary contract is recognized by the court as open-ended. Conditions for issuing a temporary employment contract Mandatory conditions registration or conclusion of such an employment contract are the definition of the time frame of the document, as well as the exact date of its expiration. But there are situations when it is impossible to determine the exact date for objective reasons, for example, if an employee is hired during the maternity leave of a permanent employee. In this case, the expiration date of the contract will be associated with the moment the employee leaves the vacation. If a temporary worker entered to perform a certain amount of work or for the period of the organization's functioning, then labor relations are regulated by par. 7 h. 1 tbsp. 59 of the Labor Code of the Russian Federation.

Fixed-term contract for the duration of the contract

The construction stages must be completed with an act of completion, and since in this case there is no specific date for the completion of the employment contract, it is necessary to link the completion of the employment contract to the time of signing the act of acceptance of the work performed (for example, installation, welding, etc.). It turns out that the date of termination of the employment contract will be a legal fact - the moment of signing the act of acceptance of work, which completes a specific stage of construction.

In accordance with Part 2 of Art. 79 of the Labor Code of the Russian Federation, an employment contract concluded for the duration of a certain work is terminated upon completion of this work. In this regard, the employment contract must specify the period of validity "until the signing of the act on the acceptance of work under the contract No. from [date]". Thus, the end date of the work will be determined.

Fixed-term employment contract for the duration of the contract

Labor relations in the territory Russian Federation regulated by special laws. An important point is the obligation to conclude an employment contract when hiring an employee. And it does not matter for what period of time the work will be carried out. All labor agreements are divided into several main categories.

First of all, these are urgent and indefinite. Before drawing up such contracts, it is worth understanding all the nuances in advance. In this way, many complications can be avoided. There is a list of mandatory items, the reflection of which is strictly mandatory in a particular type of contract.

What you need to know The legislation establishes the need for a procedure for drawing up an employment contract in the event of an employment relationship. Moreover, this requirement is strictly mandatory.

When hiring an employee for a while, it is better to conclude a fixed-term employment contract. Such a document indicates exactly the period for which seasonal employee. What should be written in a workbook? When can a seasonal worker go on vacation? And how is the dismissal of a temporary specialist? Hints are in our article.

Situations when there is a need for a temporary worker may be different. Suppose you need to carry out some work, but there is no person with the proper qualifications in the state. Or, say, a specialist fell ill for a long time, an employee went to maternity leave. The way out is to hire a temporary worker. But what kind of contract can be concluded in this case?

There are two options: to issue a civil law contract with a temporary worker (for example, a contract) or a fixed-term employment contract.

A contract is usually concluded when it is necessary to perform a strictly defined amount of work. And the hiring organization will be able to estimate and specifically describe such a volume in the contract. However, there are certain risks associated with contracting. Recall that the organization does not pay from payments under civil law contracts insurance premiums in the FSS of the Russian Federation (as opposed to employment contracts). Therefore, in the event of an audit, social insurance auditors will check contractual relations with particular interest. And it is possible that officials will try to recognize them as labor in order to charge additional fees and fines.

If your company is on the "simplified"

A less risky option for a company is a fixed-term employment contract. It is especially suitable in the case when the volume of work changes and it is difficult to predict it in advance. Including due to seasonality or some kind of sales, promotions, when full-time employees are not enough. The convenience is that in such an agreement it is possible to prescribe exactly the period for which an additional specialist is needed. This type of contract will be discussed in more detail.

Important detail

A fixed-term employment contract is suitable in the case when the volume of the proposed work is difficult to predict in advance.

Things to keep in mind when entering into a fixed-term employment contract

A complete list of situations when an employer can conclude a fixed-term contract is in Article 59 of the Labor Code of the Russian Federation. Among other things, the following cases are mentioned in this list:

a temporary employee is hired to fill in the duties of an absent regular employee;
an employee is needed to perform temporary work (up to two months) or seasonal;
an employee is hired to work part-time by agreement of the parties.

In the contract, it is important to prescribe a specific period of work. The exact date of termination of the contract is rarely written, more often they refer to some event - depending on what caused the need for a temporary worker. For example, if a person is taken to replace an employee raising a baby, the phrase in the contract can be formulated as follows: “This contract is concluded for the period of leave to care for a child under the age of three, accountant A. L. Kazakova.” At the same time, the absent employee, of course, retains her place of work.

A fixed-term employment contract will cease to be valid when the period specified in it expires. Or an event will come to which such a period was tied.

The fact that the term of the contract expires, it is necessary to notify the temporary worker in writing three calendar days before his dismissal. This is required by article 79 of the Labor Code of the Russian Federation. But this can only be done if the contract specifies a specific period of validity of the contract or date. If it is impossible to accurately determine the date when the temporary worker will be fired, it is not necessary to warn him in advance.

And if, at the end of the contract, none of the parties demanded to terminate the contract, and the involved specialist continues to work, then the fixed-term contract is automatically extended. In other words, it turns into an indefinite one (Article 58 of the Labor Code of the Russian Federation).

Now about the probationary period for temporary workers. Here you need to remember the following. If a fixed-term contract was concluded for a period of up to two months, the employer cannot establish a test for the applicant at all. And if the term of the contract is from two to six months, it is possible to check a person for professional suitability only within two weeks. In other cases, when a person is hired for more than six months, there are general rules: the test period can be prescribed in the contract within three months.

Under what conditions can a temporary worker work?

Terms of a fixed-term employment contractFor what reason did you need a temporary workerseasonal work temporary absence of the main employee certain work when it is impossible to set a deadline * other temporary work

Contract term	Up to six months inclusive (a list of seasonal work, for which a longer period can be provided, is established by industry agreements)	The contract is valid until the permanent employee starts working	The term ends as soon as the employee completes the work	By agreement of the parties to the contract
Possibility to extend the term		Not		Yes, if none of the parties demanded to terminate the relationship under an employment contract
Maximum working hours under the contract	Regardless of the reason for concluding a fixed-term employment contract - 40 hours a week
Maximum probation period		Three months		If the term of the contract does not exceed two months, then the test is not established. Two to six months - a maximum of two weeks. Otherwise, the maximum probationary period is three months.
Dismissal at the initiative of the employer during probationary period	The employer can dismiss on his own initiative, without waiting for the end of the probationary period. In this case, you must notify the employee in writing three days in advance, indicating the reasons
Vacation days	Two business days per month	28 calendar days per year		If the term of the contract does not exceed two months, then two working days per month. In other cases - 28 calendar days per year
Early dismissal at the initiative of the employee	An employee may resign on his own initiative by giving three calendar days' notice.	An employee may resign on his own initiative with a two-week notice. If the dismissal occurs before the end of the probationary period, then three days		If the term of the contract does not exceed two months, then the employee must notify of early dismissal three calendar days in advance. In case of dismissal during the test at the initiative of the employee, the period is the same. Otherwise, two weeks

* If you need a person to perform a one-time assignment, you can conclude a civil law contract with such an applicant (for example, a contract).

What to write in a work book

The fact of temporary work must be reflected in the work book of the employee. As in a normal situation, the basis will be the order of the head of employment under a fixed-term employment contract. If later they decide to leave the “conscript” at work on a permanent basis, a record must also be made about the transfer. We have provided a sample of filling out a labor for a temporary worker below.

Filling out the work book of a temporary worker

Is it possible to extend the term of the contract and how to do it

Suppose a person works under a fixed-term employment contract concluded for the duration of the vacation of the main employee. And now the full-time employee is soon coming out of vacation, and the employer needs the “conscript” to work for some more time. But not on a permanent basis, but again temporarily. How to arrange it?

It is possible to extend a fixed-term employment relationship. To do this, it is necessary to conclude an additional agreement to the employment contract. Here are a couple of tips on how best to do it.

Carefully!

Rostrud does not object to companies extending fixed-term employment contracts. However, it is better to write in the agreement that the initial period is changed, not extended.

Council the first. In the agreement, indicate that the parties agreed to change the term, and not to extend it. The fact is that the law allows extending the term in such a situation only if the temporary employee becomes pregnant (part 2 of article 261 of the Labor Code of the Russian Federation). But Article 72 of the Labor Code of the Russian Federation allows you to change the terms of the employment contract. Therefore, it is best to use the wording "time change".

Tip two. Discuss with the employee all the conditions for changing the term no later than three days before its expiration. Then you will have time to notify the person about the expiration of the initial period, if he suddenly does not agree to the conditions offered to him. Otherwise, if the deadline is missed, the employee has the right to continue working on a permanent, and not on a temporary basis (Article 58 of the Labor Code of the Russian Federation).

The main thing to remember

1. Usually, a fixed-term employment contract is concluded if it is necessary to replace a temporarily absent main employee. And also during the period of seasonal work or to perform a specific task.

2. It is important to notify the temporary worker that the contract is expiring. If this is not done, the contract becomes indefinite. That is, a person can continue to work on a permanent basis.

Svetlana Ampleeva, chief editor of the Glavbukh magazine