Transistors are common semiconductor radioelements. Most people make them based on them. electronic circuits, as well as microcircuits. Their main property is the ability to amplify electrical signals. By changing the weak signal at the transistor's control electrode, you can control the amplified output signal. There is also a fairly common type of semiconductor radioelements - thyristors. They also have a control electrode, but controlling the output signal is fundamentally different from transistors. This short article examines these differences through comparison.
Let's take as a basis simple diagram with a light bulb. By switching a small current in the control electrode circuit, we will control the much larger current of the light bulb.
This is what this circuit looks like on a transistor and a thyristor:
Let's look at how you can control the glow of a light bulb in a transistor circuit. If there is power and switch S1 is closed, an unlocking voltage will be supplied to the control electrode of the transistor (base) and provided there is a sufficient current value (determined by the resistance value in the base) transistor opens, the light comes on.
By changing the amount of current in the base using a variable resistance, we can open transistor more or less, thus changing the brightness of the light bulb. There is a constant in series with the variable resistance so that at zero resistance of the variable resistance the base current does not exceed the permissible value and the transistor does not fail. We can turn off the light bulb by opening switch S1.
Now let's look at how you can control the glow of a light bulb in a circuit made using a thyristor.
If there is power and switch S2 is closed, the gate voltage will be applied to the control electrode of the thyristor and provided there is a sufficient current value (determined by the resistance value in the control electrode circuit) thyristor opens, the light comes on. Now here's the main difference. We cannot change the brightness of the light bulb by changing the resistance in the control electrode circuit. Moreover, we can open switch S2 altogether and the light bulb will light, but only if the light bulb current flowing through the open thyristor is greater than a certain value, called the holding current. Each type of thyristor has its own. The more powerful the thyristor, the greater the holding current. We can extinguish the light bulb only by reducing the current through the anode-cathode of the thyristor to a value less than the holding current or by opening switch S3 (which is equivalent to a holding current of 0).
This main feature applications of thyristors and their main difference from transistors.
In other words, thyristor can be either completely open or completely closed. This is both an advantage and a disadvantage. The advantage is that the voltage drop is small and the losses are lower than, for example, a half-open transistor. The disadvantage is that the control scheme becomes more complicated.
Thyristors are easier to use in AC circuits. We must open the thyristor every half-wave as it rises. When the half-wave subsides, the thyristor will close itself. By delaying the opening time when a half-wave arrives, we change the open time of the thyristor and, consequently, the value of the current in the load.
As an example, consider powering a thyristor circuit from an AC voltage source.
Now, when the switch is closed, the light will light up, and when it opens, it will go out. As can be seen from the oscillogram, each half-wave, at its end, the current approaches 0. If switch S2 is open, then with the arrival of a new half-wave thyristor won't open.
Hence the conclusion.
It is advisable to use thyristors in alternating or pulsed voltage (current) circuits. In this case, it is enough to apply a short unlocking pulse to the control electrode. The thyristor will close on its own after the end of the pulse in the load. When the next pulse arrives in the load, an unlocking pulse must again be applied to the control electrode, and so on.
The article material is duplicated on video:
An employment contract is an agreement that is signed by both the employer and the employee. The employer, as a rule, undertakes to: provide for the subordinate necessary conditions labor and pay wages on time. In turn, the employee guarantees: subordination internal regulations company, the performance of all work to which he is obliged by the contract. Almost always, the employee is required to have a certain classification that he will need to perform current tasks.
After concluding such a contract, all necessary papers are drawn up, starting from the application and ending with orders for appointment to specific place work. During the entire working period, entries are made in work book, in parallel with the payment of wages, payments are made in Pension Fund. Performance different types work in a certain position - this is work for this company.
It is worth noting that the signing employment contract does not oblige you to do the work if you have found a more promising place. You can submit an application for payment, after which you will have to work for some time until the company finds a replacement for you. This time may be limited; this is usually specified in the contract with the company.
Contract of employment
Unlike an employment contract, an employment agreement is a one-time act that imposes a requirement on the employee to complete a task, and on the employer to pay the remuneration due.
When drawing up an employment agreement, the type of work and the period to be spent by the contractor must be indicated. After the work is completed, both parties sign acts of acceptance/delivery of work and end cooperation. The number of such agreements is not limited. It is advisable to keep documents signed by the other party, otherwise problems may arise when considering the company’s affairs in court. The agreement does not imply transfers to the pension fund, but an entry in the work book is made at the request of the employer.
Remember that signing an employment agreement, in a case where the work can only be performed under the terms of the employment contract, is a violation of the law, so never agree to such an offer, no matter what benefits it promises you. If such a crime is discovered, both parties, the customer and the performer, will be punished by the law.
What are the features of working under an employment contract without a work book?
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Work under a contract without a work book— this is a condition that employers put forward quite often when hiring a new employee. What might an employer mean when talking about an employment contract without making an entry in the work book, what labor guarantees will the employee have, and when, according to the law, is such registration possible? We will answer these questions in this article.
When working under a contract without a work book does not contradict Russian legislation
According to the Labor Code Russian Federation(dated December 30, 2001 N 197-FZ) there are only 2 options for drawing up an employment contract with an employee without making an entry in the work book:
- the worker’s part-time work (relations are regulated by Chapter 44, Section 12, Part 4 of the Labor Code of the Russian Federation);
- work of a worker for an individual who individual entrepreneur is not (the relationship is regulated by Chapter 48, Section 12, Part 4 of the Labor Code of the Russian Federation).
There are no other legally provided options for registering an employee specifically under an employment contract, but without issuing a work book. Therefore, if the applicant plans to work at the main place of work for an individual entrepreneur or in an organization (legal entity), and the future employer does not plan to register an entry in the work book, the applicant will most likely be offered a civil contract.
The nuances of working under an employment contract with an individual employer
An employer is an individual who is not an individual entrepreneur, but may be a person who hires employees to run a personal, subsidiary or household household. For example, a citizen who has a large vegetable garden hires a gardener to help him. Moreover, his activities are not related to making a profit from this vegetable garden. He grows fruits and vegetables for personal consumption.
Such an employer does not have the right to make entries in the work books of employees, as well as to open a new work book for the employee. The guarantee of labor relations in this case will be a written employment contract.
Important: such an employer notifies the local government authorities at the place of his residence about the hiring and dismissal of employees.
Some features of labor relations with an employer - an individual (not an individual entrepreneur):
- such an employer is obliged to pay mandatory contributions and payments to the pension fund, fund social insurance and the compulsory health insurance fund;
- the employer is obliged to issue a pension insurance certificate for employees (if the employee is working for the first time);
- the employment contract in this case can be open-ended or for a certain period, its terms can be individual, but not contradict the current Labor Code (including with regard to annual leave, duration working week etc.).
The nuances of working part-time under an employment contract
The employer is required to make entries in the work book for each employee who has worked for him for more than 5 days, if this is the employee’s main job. Thus, with a part-time job, the employer has no obligation to make entries in the work book.
Important: at the initiative and desire of the employee himself, an entry can be made on the basis of a certificate from the main place of work.
Part-time work presupposes all the guarantees provided for in the Labor Code of Russia (vacation, payment of sick leave in specified cases, etc.). The guarantee of legal relations is an employment contract.
In this case, part-time work will be included in the length of service, and the employer will accrue and pay insurance premiums per employee.
Differences between an employment contract and a civil contract
Employers often replace the concept of labor relations with a civil contract. This is far from the same thing. And, despite the similarity of contracts (they describe the essence of the employee’s work and responsibilities), they have a number of significant differences:
- Parties to legal relations. For an employment contract, this is the employee and the employer. For a civil contract, the parties are, for example, the customer and the contractor (when concluding a service agreement); agent and principal (when concluding an agency agreement), etc.
- A civil contract includes terms on the rights and obligations of the parties, but does not impose on the customer of work (services) the obligations provided for by the Labor Code of the Russian Federation for the employer (registration of an entry in the work book, payment of vacation pay, sick leave, travel allowance, etc.).
- In the case of civil law relations, the employee will not be subject to internal labor regulations
- When concluding a civil contract, deductions and obligatory payments contributions will be made to insurance funds, but the length of service will not be calculated.
- A civil contract, as a rule, is concluded with an employee for the purpose of performing a specific task or work, and therefore the contract will have a period agreed upon by the parties. An employment contract is most often indefinite (but can also be fixed-term) and is concluded to perform a number of job duties that are the same from month to month.
- Salary under an employment contract is paid 2 times a month (advance and main part); in civil law relations, an individual procedure for payment for work performed may be provided.
Read also: Leave for disabled people of group 3 of the Labor Code of the Russian Federation 2019
Important: a civil law contract can be recognized as an employment contract in court if in fact it is one. There are cases when only the names of the parties are changed in an employment contract - specifically so as not to bear the obligations provided for by the Labor legislation of the Russian Federation.
The guarantee of your legal relationship is, first of all, an employment contract, and not at all a work book (disputes about the cancellation of which have been going on for several years now). The absence of an entry in the work book about the work will not bring irreparable consequences if there is a written employment contract and the employer does not evade paying insurance premiums for the employee. However, the absence of an entry in the work book about work cannot be a willful decision of the employer and should not go beyond Labor Code RF.
Work under a contract without a work book
The labor relations built between the employee and the employer must be secured not only by signing the relevant agreement, but also by drawing up other documents indicating the employee’s length of service. These include, in particular, a work book.
An employment contract without a work book can be concluded in exceptional cases provided for by the Labor Code of the Russian Federation. In reality, everything is different and labor standards are often violated by the employer. In any case, even if the employer refuses to make an entry in the work book, a well-drafted employment contract will help protect the rights of the employee.
The meaning of documents
The work book is one of the main documents of any employee. A book of this kind is created to display the length of service and experience of the employee. This information will be needed when the employee reaches retirement age, for the calculation of required pension payments.
Exceptional cases when registration without a work book is allowed are:
- Applying to work for the first time.
- Performing part-time job functions.
- The book is lost.
- An agreement is concluded that is of a civil law nature.
For example, as a vacancy during employment at workplace under a contract without a work book, it may be part-time work in the evening, as a courier or operator, in free time from main working hours.
An employment contract is no less important than a work record book. It specifies all the rights and guarantees of the employee, as well as his and the employer’s responsibilities.
According to the rules, an agreement must be concluded in writing. If this did not happen when you were hired, labor Relations will be considered concluded if the employee has actually begun to perform his work duties.
Labor hiring
In addition to the employment contract, the legislation provides for another document that establishes the legal relationship of the parties to the labor process. It's about about the rental agreement.
In addition to labor legislation, this type of contract is also regulated by civil law. The subject of the contract, as a rule, is the obligation to fulfill various types of orders or tasks, that is, specific volumes of work or services.
On legislative level It is allowed to conclude an employment contract without a work book, since work or services are most often of a one-time nature. For example, an employment contract when applying for a job can be concluded without drawing up a work book if copyrighted objects are created.
Particular attention should be paid to the following fact: if an employment contract was concluded with an employee without drawing up a work book and in fact he has been working for a long time, doing the same job, then such legal relations can be regarded as labor relations and the employee must conclude an employment contract . In this case, the employer compensates the employee for all due payments, which he could receive by working under an employment contract.
When hiring an employee under an employment contract and without the appropriate registration of a work book, you should pay attention to the following important points:
- A specific list of works or services that the employee must perform is indicated.
- A prerequisite is the determination of specific dates for the start of performance or provision of work/services and the moment of their completion.
- The content of the contract should not have clauses from which it can be understood that it is not a hiring contract, but an employment agreement. While a sample employment contract without a work book, on the contrary, should contain more conditions, indicating the emergence of labor relations between its parties.
Advantages and disadvantages of working without a work book
Working under a contract without a work book has its pros and cons:
- The advantages include the fact that even if hiring occurs without entering the required information into the book confirming work activity, but an employment contract is concluded, the employer is assigned all the responsibilities provided for in the employment contract. labor legislation, including payroll and deduction of insurance contributions in favor of the employee.
- Employment without a work book does not have the most favorable effect on the course of your work experience, since without the appropriate record it will simply be impossible to confirm it.
- When applying for another job, it will not be possible to confirm your experience.
For example, an employee worked without a work book for five years. When the time came to retire, it turned out that the employment contract had been lost and there was no other confirmation of work experience it cannot provide for these five years. When applying for a pension, the five-year period of work will not be taken into account. Otherwise, an employment contract without a work book does not have any special distinctive points that are worth paying attention to.
Of course, finding a job where employment occurs without the requirement to present a work book is quite simple, since many employers do not want to take on the extra hassle of properly registering an employee’s contract.
Whether a work book is issued or not largely depends on the employee. For example, if he finds vacancies under a contract without a work book, then upon employment he may require that the appropriate entry be properly made in the book confirming his work experience.
Employment contract and employment contract: what is the difference?
An employment contract and an employment contract are not synonyms of the same document. These are different agreements that have some significant differences.
It does not matter on the basis of which contract the employee will carry out his labor activity. The main thing is that all the terms of this document do not infringe on his rights and comply with the law. Therefore, when drawing up an agreement or contract, you need to carefully study all the points and discuss them with the employer.
Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.
Read also: Application for resignation at one's own request sample 2019
If you want to find out how to solve your particular problem, contact the online consultant on the right or call the free consultation numbers:
What is it - an employment contract and an employment contract?
According to the employment contract, the employer undertakes to provide his subordinates with the opportunity to perform professional activity for a certain salary. At the same time, for his part, he undertakes to provide additional guarantees provided for by labor legislation.
You can learn more about a standard employment contract in our article.
As for the employment contract, this term does not exist in the current legislation. But this does not mean that his imprisonment is illegal. Most often, this type of agreement is used for state or municipal employees.
The difference between these two types of documents is primarily lies in timing. By concluding an employment contract, an employee can terminate it at any time and resign. In addition, an open-ended contract does not need to be renewed.
But the employment contract has time limits. Most often, the relationship between an employee and an employer is formalized using a contract for a period of 2 to 5 years. And after this time it is necessary to conclude a new document.
The employer may refuse to renew the employment contract without giving any reasons for its decision. The same rights arise when the subordinate’s document expires. But it is impossible to terminate cooperation ahead of schedule by breaking the contract. Otherwise, termination will be the reason claims and penalties .
Another difference is that the contract may contain a large number of additional conditions and requirements, whereas the contract is often drawn up according to a standard template. Ignorance of this difference often leads to the fact that the employee does not check the document and thereby allows himself to be exploited.
Therefore, it is important to pay attention to the presence of the following points in the contract:
- Possibility of termination of the contract by the employer.
- The amount of compensation upon termination of the contract by one of the parties.
- Ways to motivate an employee.
How does a contract differ from other types of documents?
From the agreement
The difference between these two documents is very minor. The employment contract specifies much more conditions. than in labor agreement. The last document usually contains only information about the subject, price and timing. Whereas the contract contains information about working hours, vacation, etc.
From an effective contract
An effective contract is an agreement between an employer and a subordinate, in which all conditions are highly specified.
Particular attention is paid incentive payments. depending on efficiency or working conditions.
Download a sample form of an effective contract here for free.
Most often, a contract of this type is concluded with employees performing work in special climatic or difficult conditions, or work related to state secrets. This is what distinguishes an effective contract from a standard employment contract.
From a service contract
A service contract is concluded when a person performs labor activities in the civil service.
When drawing up this contract, it is understood that the person must perform his duties in accordance with special regulations and comply with official regulations. The remaining essential terms of the contract are not much different from the terms of a regular employment contract.
You can find the service contract form here.
From the contract
In practice, managers of most enterprises do not attach importance to the differences between these two documents. Nevertheless, there is a difference and it is quite significant. These differences are:
- An employment contract and a work contract are regulated by different regulations.
- When drawing up a contract, the parties are the customer and the contractor, and in an employment contract, the parties are the employee and the employer.
- The object of the contract is the result of the work. And in an employment contract, the object is the labor of an employee.
- Relations between the parties and risks associated with work activities.
- Payment. When concluding an employment contract, employees systematically receive wages, while under a contract agreement, payment is made for results.
See the table for more details:
From civil law
Many able-bodied citizens do not see the difference between these agreements, which often leads to negative consequences. Most often when drawing up a civil contract the employee is not included in the staff, which means he cannot count on being included in the work book or receiving seniority.
A sample civil law contract can be found here.
In addition, the documents have the following differences:
- An employee carrying out labor activities under a civil contract is not required to obey labor regulations.
- A civil contract has a fixed term, whereas employment contracts usually have no duration.
- Payment is made differently and is often tied to results.
A civil law contract can be recognized as an employment contract if it meets all the necessary requirements.
Often employers take advantage of the legal incompetence of employees and change some conditions, issuing one document after another.
From the work book
Employment contract and work book – two important documents for any able-bodied citizen. When applying for a job, the manager is obliged to draw up an agreement with him and enter information about employment in the work book.
The difference between these two documents is that the contract contains the rights and obligations of the parties, and the work book - only a recorded fact of employment. This information serves as the basis for applying for a pension.
It is on the basis of the employment contract that an entry is made in the work book. Exceptions are cases when an employee performs part-time duties or works for a person who is not an individual entrepreneur.
If an employer offers a job with a work book, but without a contract, then you should know that it is illegal. Most likely, the manager will not make any notes, but will enter into a civil contract with the subordinate.
What is the difference between a civil contract and an employment contract, see this video:
Do you have a legal question?
Drawing up and concluding an employment contract with an employee without a work book
To be confident in the future and have paid vacation, sick leave and other benefits and guarantees provided for by the Law, when applying for a job, you need to carefully consider the formalization of labor relations.
Often, the employer wants to save on contributions to pension and insurance funds, and offers the new employee to sign a civil contract instead of the required labor contract. What are the differences between these types of legal relations, and in what cases can they be signed?
Employment contract, author's, agency and contract - what's the difference?
It would seem that both of these agreements provide for the rights and obligations of the parties, and the legislation does not particularly interfere with the conclusion of civil law relations, and at the same time they are fundamentally different from each other:
- Typically, an employment contract is concluded for an indefinite period, since a civil contract is only for a certain period.
- The employment contract provides for labor safety, medical and insurance benefits, but this does not guarantee, for example, a contract or author's agreement.
- An employee who has signed an employment contract receives a monthly salary, since a civil employee may not be paid for the work done if it was damaged or done poorly.
- The employment contract provides for annual paid leave, the employee’s right not to work on weekends and holidays etc., which do not guarantee employment relations under a civil contract: work must be done on time, which means working on generally accepted days off.
- For an employee working under an employment contract, contributions are made to the pension fund, which guarantees a secure old age. This is not carried out when concluding a civil contract, which means that an old-age pension cannot be calculated.
- Entries in the employee’s work book are entered only upon concluding an employment contract, and civil law relations do not allow the employer to do this.
When reflecting business transactions in accounting and tax accounting, it is necessary to take into account the difference between works and services. The requirement for separate accounting for work performed and services provided cannot be ignored, as this may lead to a distortion of the cost structure in tax accounting. Work with services refers to different types expenses, the procedure for distinguishing between these types of transactions should be described in detail by the accounting policy. The provisions of Art. 38 of the Tax Code of the Russian Federation and the Accounting Regulations on the income and expenses of an organization (PBU 9/99 and 10/99).
What is the difference between work and service?
In paragraph 5 of Art. 38 of the Tax Code of the Russian Federation, a service is characterized as an activity that does not have a result expressed in tangible assets. The results of such activities are completely consumed in the process of selling services. Under work, in accordance with clause 4 of Art. 38 of the Tax Code of the Russian Federation, refers to the type of activity, after the completion of which a material value. These tangible assets can be used to meet the needs of legal entities or individuals.
From point of view accounting There is no significant difference between services and works. But this is important when comparing accounting and tax data. When systematizing data for tax purposes, it is necessary to take into account that after the work has been completed, the customer has property that can be capitalized and put on the balance sheet (which is not typical for services). In Law No. 402-FZ of December 6, 2011 and in national standards accounting does not record specific criteria for distinguishing between services and works.
Reflection of costs for services or work in accounting is carried out through accounts 20, 25, 23, 26. Revenue recognition should be carried out according to accounting only after the actual completion of work or after acceptance of the services provided (clause 13 of PBU 9/99); they are recognized on a similar principle and expenses associated with specific services and work, except in cases of simplified accounting, when the company has the right to decide that revenue, and therefore expenses, are recognized upon receipt of payment (clause 18 of PBU 10/99).
In tax accounting, business entities specializing in the provision of services are not required to distribute the cost of direct costs between the expenses of the current period and the group of services that were not accepted by the customer as of the reporting date. Such enterprises can recognize in accounting the entire range of costs (direct and indirect) for services in the current period (clause 2 of Article 318 of the Tax Code of the Russian Federation).
At the stage of drawing up an agreement between counterparties, the following should be taken into account: characteristics delimitation of operations for the provision of services or performance of work:
either work or services may be specified as the subject of the agreement;
services must be performed only by the person with whom the contract was concluded; work can be delegated to third parties on the basis of a subcontract agreement;
Financial guarantees will also be different if the customer refuses to accept the results of the transaction;
When performing work, the contractor can count on the customer’s non-interference in his activities.
What is the difference between work and service: examples
Services that do not have a material expression can be represented by the following types of business transactions:
banking services, which are expressed in making payments and providing information support, but in the end the client does not receive any tangible assets in return;
holding cultural events (excursions, concerts, corporate events, etc.), after visiting which the participants will not become owners of new property - the result will be “moral” satisfaction;
consulting services - the customer receives information, it does not have a tangible form, it cannot be put on the balance sheet, it is impossible to determine the useful life of it, calculate depreciation or transfer it to production.
The difference between works and services is that after completion of all the necessary stages of work, a tangible asset appears with a formed initial cost. It can be put on balance and operated in ordinary activities. Work examples:
construction of a building - the result will be the appearance of new real estate for the customer, which will be recorded as a fixed asset;
software development – there may not be a material form, but the result of the programmers’ work can be recognized as an object of intangible material.
One of my favorite topics. And that's why. In this post I will try to talk about whether there is a difference between business and work and what they are.
Good day, dear visitors of the blog site
The difference between business and work
For more than 13 years I have been what we call in Russia an individual entrepreneur. How about us recent years fifteen did not name: PE - private entrepreneur, IP - individual entrepreneur.
I wrote about myself in - you are welcome.
I remember at one time they even called it this way: PBOYUL. What translated from Chinese into Russian sounded like this - an entrepreneur without education legal entity. Wow. Well, okay, enough with these formalities. Today we will talk to you about how business differs from work and whether this difference exists at all.
What is business and what is work?
First, let me explain what it is business and what is Job.
Business- this is a type of specific activity when you are a person who carries out individual activities. Not in vain, the people who carry out this type activities are called individual entrepreneurs, but what they do, their type of activity - business.
In Russia, large entrepreneurs, very often called businessmen. In this article, I will not talk about the fact that there are entrepreneurs who carry out their activities as individuals, there are also those who operate as legal entities.
So, business is a certain activity performed by an entrepreneur or businessman (there is essentially no difference between these concepts), aimed at making a profit.
Often, the type of specific activity, of which there are a great many, was not chosen by the entrepreneur by chance. Typically, this activity is part of the entrepreneur himself. Thus, what the person himself, the organizer of this activity, likes to do, is usually his favorite thing.
Very often, when communicating with such people, when asked about their work, I hear something like this answer: “... oh yes, that’s wonderful, but I don’t even consider what I do as work!”
And almost everyone who received next question: “Would you do what you do if you didn’t get a penny for it,” answered positively. And more than half said that this is exactly what happened in the initial stage of business development.
And that is great. At first, a person simply does his favorite thing, then for the same activity he begins to receive a certain income.
And of course there is nothing wrong with the fact that there are such people. According to statistics that are known to everyone, more than 80% of people who start their own individual activities stop after 5 years and go broke. More than 80%!
Competition, an incorrectly chosen niche of individual activity, a small amount of experience, education - do their job. The strongest survives. And people, having often tried their hand here, go back to the niche of hired labor.
It was not always only individual activity in my life. The first few years (literally 2-3 years) I “worked for my uncle”
Personally, I have a hard time imagining myself as a person who always works for someone. Tired of this, I made a decision and became an individual entrepreneur. This path was and is thorny for me.
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