External part-time work at 0.5 rates is a common type of part-time work that allows you to ensure compliance with the working hours permitted for part-time workers. In this article we will look at how to properly register an external part-time worker and whether it is possible to hire an employee on a part-time basis.

From the article you will learn:

Is external part-time work possible?

An external part-time employee is considered to be an employee who performs permanent job duties for different employers. External part-time job mainly issued at 0.5 rates. Labor legislation regulates the procedure for such work.

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In accordance with Article 284 of the Labor Code of the Russian Federation, the duration of the working day for part-time work:

cannot exceed 4 hours or half the monthly norm;

if the organization works on a five-day basis, the working day is 8 hours, external part-time work is registered at 0.5 rates; Other options are also possible, if the amount of work is small, part-time work is carried out at 0.4 or 0.25 rates.

Note! External part-time work may not be carried out daily, but several times a week. This condition must be stated as a separate clause in the employment contract. If the employment contract was initially concluded for the performance of work duties on a daily basis according to the organization’s work schedule, it is rational to draw up an additional agreement, indicating other conditions.

Employment contract with an external part-time worker (fragment)

An employment contract concluded for an indefinite period with an employee working part-time can be terminated if another person is hired for the position he holds, for whom the work will be considered the main one.

The employer must notify the employer in writing of the dismissal of part-time workers for this reason. Based on labor legislation, written notice must be received two weeks before termination of the employment contract.

How to apply for an external part-time job at 0.5 rate

When hiring a specialist who will perform part-time duties for another employer, an employment contract is concluded with the employee. In accordance with Article 60.1 of the Labor Code of the Russian Federation, the employee will be considered an external part-time worker. He has the right to work in several organizations with different employers, holding certain positions.

External part-time work at 0.5 rate, 0.25 rate is fixed when drawing up an employment contract with an employee, as are other conditions governing the employee’s work. The clause on cooperation on the terms of external part-time work must be marked in a separate column on the basis of Article 282 of the Labor Code of the Russian Federation. From the specified rate, the employee’s working hours are subsequently calculated and wages are paid.

Taking into account the current Article 282 of the Labor Code of the Russian Federation, the possibility of part-time work is limited for certain categories of persons. But in general, labor relations are concluded on a general basis. An employment contract can be issued as a fixed-term contract, concluded for a certain period not exceeding five years, or indefinite.

Important: an entry in the work book about an additional place of work is made only at the request and at the request of the employee.

Part-time workers, just like other employees, have the right to paid sick leave and the provision of regular leave during rest at the main place of work. The minimum duration of annual leave for a part-time employee is 28 calendar days. If necessary, you can receive additional days of rest without pay if the duration of annual leave at your main place of work exceeds the standard 28 days.

Note! Regardless of the rate for external part-time work, pre-holiday working days for a part-time employee are shorter by one hour.

External part-time job at 0.5 rate: order

When registering an external part-time job at 0.5 wages, the order is issued by the employer, taking into account Article 68 of the Labor Code of the Russian Federation. It is worth considering that the order is considered a document confirming that the employment relationship is concluded on a part-time basis. Therefore, it is first necessary to conclude an employment contract.

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How to correctly indicate the salary in the staffing table for a part-time worker?

Question: An employee is hired at 0.5 rates. The staffing table establishes a salary of 6,000 rubles, and in the “Total” column the amount of 3,000 rubles is indicated. Is it correct? In the employment contract, in the paragraph “Terms of remuneration”, I stipulated: “5.1. The Employer sets the Employee’s salary in the amount of 3000 (three thousand) rubles 0.5 times the rate based on the norm of a 20-hour working week.” Is this correct, or somehow should I formulate it differently?

The order should be formulated: 1. Full name - from __________ year, be hired at a medical center as a nurse on an external part-time basis at 0.5 rates with a salary of 3,000 (three thousand) rubles. Or1. Full name – from _____ 2015, be hired at the medical center as a nurse on an external part-time basis at 0.5 rates with a 20-hour work week with an official salary of 6,000 (six thousand) rubles with wages in proportion to the time worked.

Answer: The employment order is drawn up on the basis of an employment contract. Therefore, the wording in these documents must be consistent.

The employment contract and employment order must establish how the employee’s remuneration will be calculated. Therefore, in these documents it should be indicated that the employee is hired at 0.5 times the rate and the full salary for this position (6,000 rubles). It is also necessary to establish the exact duration of working hours (20 hours per week).

The option “Full name – from _____ 2015, hire a nurse to the medical center as an external part-time nurse at 0.5 rates with a 20-hour work week with an official salary of 6,000 (six thousand) rubles with wages in proportion to the time worked” is more correct.

The rationale for this position is given below in the materials of the Personnel System

How to create a staffing schedule

How to fill out the staffing form. The staffing table, unlike the staffing arrangement, is an impersonal document. It does not indicate specific employees, but the number of positions in the organization and salaries for them. Employees are appointed to positions by orders of the manager after the approval of the schedule.

Is it necessary to indicate positions or other information about part-time workers in the staffing table? As a general rule, the staffing table must indicate all staff positions (including part-time ones), regardless of who they will be occupied subsequently: part-time workers or main part-time employees.

If an organization uses a unified form No. T-3, then there is no need to prescribe the conditions under which employees work, since the staffing table includes information about the number of staff units. For example, if in the staffing table in the column “Number of staff units” the value is 0.5, this does not mean that the rate is being replaced by a part-time employee. The main employee can also receive half the rate, for example, in the case of combining professions (positions) (Part 2 of Article 60.2 of the Labor Code of the Russian Federation).

If an organization uses an independently developed staffing form, then, if necessary, it can provide a special line in the form for entering information about part-time employees.

How to apply for hiring an employee

Hire an employee by order issued on the basis of a concluded employment contract. We have presented a sample part-time employment contract at 0-5 rates below.

The contents of the order must comply with the terms of the contract. This is stated in Part 1 of Article 68 of the Labor Code of the Russian Federation. For persons with whom the organization will enter into civil contracts (contracts, paid services, etc.), admission orders are not needed. Labor legislation does not apply to them ().

Issue an employment order using the unified form No. T-1, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1, or using a self-developed form.

The employee must be familiarized with the order for his employment within three days from the moment he actually started work. The order is brought to his attention against signature. Before concluding an employment contract, the employee must be familiarized (with signature) with the Labor Regulations, the collective agreement and other internal documents regulating labor activities. This procedure is provided for by parts of Article 68 of the Labor Code of the Russian Federation.

We reflect part-time pay in the staffing table

The search for a new employee and his hiring is preceded by the appearance of a vacancy in the organization’s staffing table. If a part-time position is vacant, the employer has a choice: to hire a part-time employee or an employee who will work at the main place of work on a part-time basis. This difference is not reflected in the staffing table (sample below).

Example:

When filling out the staffing table, in column 3 “Number of staff units” indicated the rate (0.5), in column 4 “Salary” - full-time salary (RUB 20,000), in column 5 “Total per month” - the product of column 3 and 4 (10,000 rub.). Thus, the salary according to the staffing table for a part-time worker or a main employee hired on a part-time basis will be 10,000 rubles.

Conclusion and sample part-time employment contract for 0 5 rates

The employment contract must indicate whether the employee’s work is the main one or a part-time job. Accordingly, in the contract with a part-time worker, include the wording: “The work under this employment contract is a part-time job for the Employee,” and in the contract with the main part-time employee, “The work under this employment contract is the main one for the Employee.” See below for a sample part-time employment contract at 0-5 rates.

Mandatory for inclusion in the employment contract with such employees is a condition on working hours, since for them it differs from the general rules in force in the organization (Article 57 of the Labor Code of the Russian Federation). The contract must specify the employee’s specific working hours.

In addition, the employment contract must specify the terms of remuneration (including the size of the tariff rate or salary, additional payments, allowances and incentive payments). When hiring an employee on a part-time basis, the salary is indicated in accordance with the staffing table, that is, in full, but payment is made in proportion to the time worked or depending on the amount of work performed.

The same method of setting wages can be used when hiring a part-time worker (sample below). However, the work of a part-time worker can be paid on other conditions determined by the employment contract (Article 285 of the Labor Code of the Russian Federation).

Example:

The Perm regional branch of the Federal Social Insurance Fund of Russia challenged in court the disproportionality of the salary of the lawyer of Pravo LLC, Yulia Shch., who works part-time. Yulia Shch.’s employment contract did not establish the principle of proportionality of remuneration to time worked. According to the organization, maternity benefits should be calculated based on this principle. LLC "Pravo" calculated the benefit based on the calculation of the salary of a full-time staff unit with an eight-hour working day. Based on Article 285 of the Labor Code, the court recognized the actions of Pravo LLC as lawful and indicated that determining the proportional ratio of earnings to time worked when working part-time is not mandatory (Resolution of the Federal Antimonopoly Service of the Ural District dated April 14, 2010 No. F09-2327/10- C2).

To avoid questions from inspection bodies and employee complaints of discrimination, do not set different salaries for the same position (Article 2 of the Labor Code of the Russian Federation). If you want to pay a part-time worker a higher salary, enter categories by position into the staffing table or set a salary bonus.

When performing work duties outside of working hours, the employer may ask the employee to draw up an application for part-time work. A similar document is drawn up in the case when an employee gets a job with another employer, having a permanent place of work. Registration of a part-time employee has its own characteristics, which are reflected in the Labor Code of the Russian Federation.

Example of an application for part-time work

to CEO

LLC POO "Sputnik"

D.D. Lebedeva

Tsepler Valentin Viktorovich

address: 350078, Krasnodar region,

Krasnodar, K. Marx Ave., 115-20

passport of a citizen of the Russian Federation

series 12 48, number 4687433, issued

OUFMS of Russia for the Krasnodar Territory

in Oktyabrsky district of Krasnodar 11/15/2014

I ask you to hire me at the Limited Liability Company Private Security Organization Sputnik for the position of payroll accountant from January tenth two thousand and seventeen, part-time with a 5-day working week lasting 20 working hours without a probationary period and working hours from 16.00 to 20.00 by 0.5 bets.

12/25/2016 Tsepler V.V.

Example of an application for internal part-time work

to CEO

LLC POO "Sputnik"

D.D. Lebedeva

public procurement specialist

Tsepler Valentin Viktorovich

Application for part-time employment

I ask you to hire me at the Limited Liability Company Private Security Organization "Sputnik" on an internal part-time basis as a payroll accountant at 0.5 rate from January tenth two thousand and seventeen without a probationary period with a 5-day work week lasting 20 hours.

12/25/2016 Tsepler V.V.

Registration of an employee’s application for part-time work

Such a document, unlike, for example, from, is not mandatory. At the same time, in the future, its presence will make it possible to reflect the intention of the employee and employer to record the employment relationship. That is, payment of taxes and the opportunity to take advantage of the right to regular vacation, sick pay, etc.

Part-time work can be internal (within one organization several functions are performed for different positions) and external (with another employer). The distinctive features of part-time work are that it is performed regularly and outside working hours for the main job, and is paid in proportion to working hours, depending on the wage rate.

It is mandatory to issue an employment order and conclude an employment contract. Otherwise, the fact of an employment relationship may have to be proven by. And the hiring order will become the basis for making a record of work in the work book (and therefore, replenishment in the future).

By the way, an entry in the work book is made at the main place of work at the request of the employee. He, in turn, provides a certificate of employment or a certified copy of the employment order ().

Persons working part-time are granted regular leave simultaneously with leave from their main job (and are carried out according to general rules).

Compiling an application for a part-time job

The document is drawn up before going to work or upon actually going to work. Always in writing (by hand or on the computer). In the “header” we traditionally reflect information about the representative of the organization (individual entrepreneur), who is the employer, information about the applicant (if the part-time job is internal, then the position and department, as well as full name)

It is important to reflect the following points in the statement:

• please hire part-time and not at your main place of work
• What position and in what department is the part-time employee applying for?
• what is the salary (half rate, quarter rate, etc.)
• From what date does the part-time worker begin to perform duties?
• working hours, working hours
• date of application and personal signature. No one else signs such a document even if it exists.

The employer should be careful: the following cannot be accepted in accordance with an application for part-time work:

• minors
• state and municipal employees (except for scientific, teaching activities, as well as those directly specified in the Law on Civil Service)
• with harmful and (or) dangerous working conditions, when they are such at their main place of work, etc.

It is also necessary to make a note here that the employee is hired on a part-time basis;

• in the line below, the columns “tariff rate (salary)” and “allowances” are filled in with numbers in accordance with the remuneration system approved by the company;
• the line “with probation for a period” is filled in, if the part-time worker is given a probationary period, its duration is indicated;
• in the field “employment contract from” the date and number of this contract are indicated;
• the order is signed by the head (and in his absence, by his deputy) in the field specially designated for signature;
• The accepted part-time worker must be notified of the issuance of the order, in which he must also sign, within three days from the day on which he actually started work.

An internal part-time employee must be assigned an additional personnel number.

We issue an order for hiring a part-time worker (sample)

The rules for admission and transfer to this job are regulated in detail by the provisions of labor legislation. Since in both of these cases, new legal relations arise between the employee and the employer, a special order on recruitment or transfer is required.

• 1 Form of order for part-time work
  • 1.1 Sample order for 0.5 part-time rate
  • 1.2 Order for hiring a part-time employee - example of filling out
  • 1.3 Order recognizing part-time work as the main job
• 2 Sample order for transfer from part-time to permanent job
  • 2.1 Read more

Form of order for part-time work The basic principle of this activity presupposes that a person has a main place.

Order for part-time employment

The procedure for issuing an order to hire an employee on a part-time basis (external or internal) must comply with a unified form established by law. The employee must be familiarized with the text of the order against signature within the time period established by Russian legislation.

Regulatory framework Every citizen must be officially registered when applying for a job. An employment contract and a hiring order are the most necessary documents, without which a new employee cannot start working.
Below is the regulatory framework governing part-time activities. Regulatory acts What is regulated by 68, 60.1 and Chapter 44 of the Labor Code of the Russian Federation, the nuances of hiring for a position, registration of employment and regulation of part-time work, Art.
58–59 of the Labor Code of the Russian Federation, time frame of the agreement, art. 77 of the Labor Code of the Russian Federation reasons for canceling part-time work Art.

Personnel page

General information The order for hiring a part-time worker is drawn up according to the unified form No. T-1. The form was approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1.

The hired part-time worker must be notified of the issuance of the order within three days from the day on which he actually started work. This document is presented against signature. Order on internal part-time work: sample Internal part-time work involves performing another job (and therefore holding another position, profession or specialty) for one employer.

After the employee submits an application and signs a separate employment contract with the employee, an order on internal part-time work should be issued. In fact, with an internal part-time employee, two employment contracts must be concluded: the first - for the main job, the second - for part-time work.

Order for part-time employment at 0.5 rate: sample

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If an employee is hired at 0.5 rate, the Company can hire a part-time employee for no more than 0.5 rate. Full pay is possible if the main job is temporarily suspended.

If a citizen is also a part-time worker for other employers, then the rate will be less than 0.5. Read also about part-time employment here.

Download sample Completed sample order for acceptance of 0.5 bets – download. An example of an order for hiring an internal part-time worker - download word for free. Order on external part-time work - sample.

Sample order for transfer from part-time to permanent job

Hiring a part-time employee requires the employer to carry out the same procedures as when hiring a permanent employee. The main document that serves as the basis for filling out the required personnel documentation is an order; it can be drawn up in the T-1 form or in free form.

In the article we offer a free download of a sample order for hiring a part-time employee at 0.5 rate. A part-time worker cannot work full-time, as he has his main place of work.

He has the right to carry out part-time work only in his free time, so usually a part-time job is issued at 0.5 rates or less. You can hire a part-time worker full-time only if for some reason he does not temporarily perform work duties at his main place of work. A part-time worker (external or internal) is the same employee as everyone else.

Order for hiring a part-time worker: sample

• the order is assigned a number and the date the document was drawn up is indicated;
• in the “hire” column, the date from which the part-time worker begins work, that is, his first working day, is written;
• if a fixed-term employment contract has been drawn up with a part-time worker, then the date of his last working day is indicated in the “to” line;
• in the line “last name, first name, patronymic” the full name of the employee is written down, as indicated in the passport;
• in the “Personnel number” field the assigned individual number is indicated;
• then fill in the lines indicating the name of the structural unit (department) where the part-time worker is registered, and his position directly;
• the nature of the work and the conditions of employment are prescribed in accordance with the employment contract.

But if he has a temporary opportunity to perform other functions, then this will be called work in several places. Moreover, such duties can be performed both by the main employer and by a third party. The main thing is that this does not interfere with the performance of the main functions. An order for admission or transfer must be made only in writing.

There is no other form provided for these administrative acts. The order must reflect the following significant points:

• The name of the position in which the person will work;
• Information about the amount of payment for the work.

  Since the employee will not work a full day or shift, the payment will be calculated based on the salary for additional work. As a rule, half the bet is set;

• It is necessary to indicate that the activity being performed is a combination.

Order on hiring part-time work 0 5 rates sample

Download a sample Order for hiring a part-time employee - an example of filling out The specified document on hiring a person for service must include some mandatory conditions. First of all, it is necessary to reflect the position to which the appointed person assumes.

This will make it possible to link the specified position with specific functional responsibilities from the organization’s staffing table. It is imperative to reflect information about the employee himself.

Another significant factor is the inclusion of payment information. However, it should be indicated not as a percentage of the salary, but as a numerical value. This will eliminate possible manipulations secret from the employee. It should be understood that acts of acceptance and transfer within the same organization have some differences. They must be taken into account first.

Sample order for acceptance of 0 5 bets

The Labor Code of the Russian Federation requires obtaining written permission at the main place of work or from authorized legal entities for certain categories of citizens, for example, for athletes or coaches, art. 282 of the Labor Code of the Russian Federation, nuances when signing an agreement is impossible, art. 284 of the Labor Code of the Russian Federation, restrictions on working hours during part-time work, Art. 329 of the Labor Code of the Russian Federation regulation of the work of employees whose work is related to vehicles Resolution of the Ministry of Labor of the Russian Federation No. 41 of June 30, 2003, the nuances of regulating the labor activities of certain categories of workers You can download the text of these documents here: Labor Code of the Russian Federation Resolution of the Ministry of Labor of the Russian Federation of June 30, 2003 N 41 Order can be issued only after the agreement has actually been drawn up and signed by both parties in Form No. T-1, enshrined in Resolution of the State Statistics Committee of the Russian Federation No. 1 of January 5, 2004, and must also contain a link to the concluded agreement.

Prohibitions and restrictions are possible only in exceptional cases and only when provided for by law. Internal and external part-time work involves working outside of regular working hours. The article we bring to your attention tells how to correctly formalize an internal part-time job, contains a sample employment order, and talks about some current issues. Content

• 1 Internal part-time work: difference from external and from combining professions (positions)
• 2 Registration of internal part-time work

• 3 Part-time work for one position: how to register correctly
• 4 Video - “How to properly hire a part-time worker”

Internal part-time work: difference from external and from combining professions (positions) The legislation provides for several ways to work additionally.

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Number of days Considering that in each month the number of working days changes depending on the presence of weekends and holidays, the standard working hours changes accordingly. That is why, to calculate the normal duration of working hours, in many enterprises where there is a continuous work process, summarized accounting of working hours is used, the calculation procedure for which is established by the internal regulations of the company. How many bets can you take? Taking into account the restrictions on hours of employment for secondary employment workers established by the norms of Article 284 of the Labor Code of the Russian Federation, a part-time worker cannot work a full day, only half, that is, at 0.5 times the rate.

Internal part-time job: how to apply

Attention

If the benefit for him is doubtful, the employer’s actions may be challenged by the regulatory authority, which will lead to unnecessary hassle and penalties. Part-time work can be used during maternity leave; read about this in more detail: →"Internal and external part-time work during maternity leave." Internal part-time work allows the employer to optimize personnel policy.

Internal part-time job: order, registration, contract

And they must be taken into account in practical work. You can read more about the specifics of internal part-time work here. How many positions can you combine? In practice, when it comes to applying for additional work, the question often arises of how many positions one employee can fill. Here is an example of a specific situation: A cashier in an organization combines the positions of personnel officer and secretary.
Is this situation possible? There are no violations here, provided that the relationship with the employee is properly formalized. In this situation, the cashier acts in a different position and performs. He works in one organization along with his main activity and performs additional work during the working day (Part.
first st. 60.2 of the Labor Code of the Russian Federation). It has been established that, taking into account the employee’s consent, he can be entrusted with additional work (part one of Article 151 of the Labor Code of the Russian Federation).

Internal part-time job: how to apply, sample employment order

At the same time, he can work more than 4 hours on some days, adjusting the working time for the month by the duration of work on the remaining days of March. Registration of an internal part-time job The employee himself, in order to get an internal part-time job, does not need to provide anything other than an application. All documents necessary for employment were provided to them by the HR department earlier.

Registration of internal part-time work includes the following steps:

1. employee statement;
2. order for admission to a part-time position;
3. conclusion of an employment contract.

An employee’s application for a part-time job An application for employment for a position is drawn up in any form; there is no template as such.

Internal part-time job: registration without errors

A person operating as an internal part-time worker does not have the right to work more than 4 hours daily in this form of employment. If an employee is periodically unemployed in his main job, he is allowed to perform professional duties on a part-time basis throughout the day or shift. The total number of hours worked by an internal part-time worker in the reporting month cannot be more than half the standard working time established for the main employee of similar qualifications.

Thus, internal part-time work involves concluding an employment contract for no more than half-time. For example, the standard working time for March 2016 for workers for whom a 5-day working week is provided is 175 hours. This means that in an internal part-time position, an employee must work no more than 87.5 hours in March.

Hiring for internal part-time work at 0 5 rates

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Its key task is to serve as the basis for filling out a work book, if the will of the employee is so expressed. In addition to this aspect, such orders serve as the basis for other issues. For example, when you need to apply for a pension, sometimes the Pension Fund asks you to take from the employer a copy of the order on dismissal or acceptance to a particular position.

Registration of combining positions in one organization

Thus, the misconception is that you can work in this form of employment exclusively in another profession, position or specialty. Today, the Labor Code of the Russian Federation does not contain specific instructions or restrictions on this issue (Article 98 has lost force, and Article 68 does not directly stipulate such conditions). Therefore, the type of activity, profession, position cannot limit the employee’s ability to perform duties on an internal part-time basis.

When conducting an audit to determine whether the employer complies with labor laws, any doubts will be interpreted in favor of the employee. Taking this into account, it is possible to register an internal part-time job in one profession, position or specialty, if such work would be beneficial for the employee.

Registration of internal part-time work

But it must necessarily indicate information about what position the employee would like to apply for, the length of working hours, and the nature of the work (internal part-time work). The employee’s application must include the manager’s resolution agreeing to hire the employee for the position. Order for admission to a part-time position It can be said that the entire registration process is based on an order for admission to a part-time position.

Subsequently, based on it, an entry will be made in the employee’s work book, if he wishes. Most often, such an order is drawn up in accordance with the standard form T-1 (T-1a). However, this form of order is not mandatory; you can draw up a document in any form.
Registration for internal part-time work Download the completed sampleDownload in .doc When there is an internal part-time job, the question of how to correctly register an employee is most often aimed at the nuances of making an entry in the work book. Therefore, let us dwell on this point in more detail. Rules for making an entry The period of part-time work is entered into the “Information about work” section of the work book in the usual manner (clauses 3.1, 5.1 of Instruction No. 69). There are only two features that need to be taken into account when filling out column 3. Note! An entry about dismissal from a part-time job can be made in the “Information about work” section of the work book only if it was preceded by an entry about hiring for such a job. In other words, a part-time employment record must always be made first. Firstly, in column 3 there is no need to make new headings.

Internal part-time admission at 0 5 rates

The amount of remuneration for the work of additional employees directly depends on the hours worked, to which are added the allowances established for the position and incentive payments as a percentage of the salary that the employee is entitled to in accordance with the staffing table. Calculation For example, with a salary of 15,000 thousand, and a bonus of 10%, as well as a bonus of 50%, the part-time worker should receive a total salary of 10,440 thousand rubles. Salaries are calculated in the following way: The salary is divided by the monthly standard of hours, for example, by 160, then multiplied by the number of hours worked, say 80, to which a 10% allowance and 50% bonus are then added and 13% tax is subtracted.
At the same time, in such a situation, in addition to internal part-time work, there are other ways to formalize the execution of such work. You can read in detail about which method is better to choose in our article. Help We will focus on the basic principles. So, there are several ways to deal with a temporarily absent employee:

1. by combining positions;
2. internal part-time work;
3. temporary transfer.

Important! Additional work always requires the consent of the employee. An employer cannot unilaterally assign additional responsibilities to an employee. The employer has the right to choose between these three options. And each organization chooses based on specific circumstances. It is impossible to answer unequivocally which of these methods is preferable.