Hereinafter referred to as the "Customer", represented by Director General _____________________________, acting on the basis of the Charter, on the one hand, and IP Eliseeva Alla Vladimirovna, hereinafter referred to as the "Contractor", on the other hand, hereinafter collectively referred to as the "Parties", have concluded this agreement (hereinafter referred to as the Agreement) on the following :
1. The Subject of the Agreement
1.1. The Customer instructs, and the Contractor assumes the obligation to maintain personnel office work The customer, namely, takes over following features:
Registration of the movement of employees (receipt, relocation, dismissal, vacations); issuing orders, employment contracts, contracts liability, personal cards, vacation schedules, familiarization with local regulations (LNA);
Accounting and registration work books;
Preparation of documents for awards and issuance disciplinary action employees;
Making changes to the staff list, LNA for work with personnel, employment contracts, job descriptions at the direction of the Customer;
Maintenance of current registration personnel documentation;
Maintenance of military records;
Issuance, at the request of the company's employees, of certificates of their labor activity;
Advice on labor law in relation to working employees (no more than 2 hours per month).
1.2. The Customer undertakes to pay for the Services of the Contractor in the manner, on time and on the terms specified in this Agreement.
2. Rights and Obligations of the parties
2.1. The Contractor undertakes:
2.1.1. Provide the Services to the extent and within the time frame stipulated by this Agreement, as well as ensure the quality of the Services in accordance with the criteria of experience and professionalism, which are normally expected from companies of the relevant profile in Russian Federation;
2.1.2. If necessary, provide the Customer with additional services in the personnel sphere, for example, additional consultations on labor protection, about which an additional agreement is drawn up indicating the list and cost of the Services;
2.1.3. Inform the Customer about the professional skills and experience of the Contractor's specialists who will directly provide services to the Customer;
2.1.4. Ensure the continuity of the Customer's personnel records management, regardless of the natural reasons for the absence of the specialist/s assigned to the Customer (vacation, sick leave, etc.);
2.1.5. Maintain confidentiality and prevent disclosure to third parties of information constituting the commercial and official secrets of the Customer, including personal data of the Customer's employees, which will become known in the course of the provision of the Services;
2.1.6. Timely issue invoices to the Customer for the Services rendered, as well as transfer other documents related to the provision of the Services.
2.2. The customer undertakes:
2.2.1. Until the moment of signing this agreement, provide the Contractor with the opportunity to get acquainted with the state of the personnel document flow;
2.2.2. Provide the Contractor with accurate and timely information about the movements in personnel(admission, relocation, dismissals, etc.).
2.2.3. Select a specialist from among the staff who will be responsible for keeping work books and inserts to them, personal files and other personnel documentation that must be stored on the territory of the Customer;
2.2.4. Organize one on your territory workplace for the Contractor's specialist, equipped with a PC and the necessary software;
2.2.5. To amend the LNA, employment contracts, etc. personnel documents, provide them for electronic media;
2.2.6. Pay for the Services of the Contractor in the manner and on the terms provided for in this Agreement.
2.2.7. At the beginning of each month, within 5 (five) business days, sign the Act on the provision of Services for the past month. If during this period the Act is not signed, and the Services continue to be provided, the Service is considered accepted and is subject to payment.
3. Procedure for the provision of Services
3.1. The beginning of the provision of Services under the Agreement is the date of signing this agreement.
3.2. At the beginning of the provision of the Services, the Customer introduces the Contractor to the HR department, organizational structure, staffing and job descriptions in force at the Customer. Then the Customer provides the staffing of the staff by position and introduces the Contractor to the nomenclature of cases in the personnel workflow and its place in the general workflow system, including the system of sighting and signing documents.
3.3. In the process of providing the Services, the work by the Contractor is performed remotely, with the direction of the prepared personnel documents to the Customer by e-mail.
3.4. The Customer prints out the personnel documents received by e-mail from the Contractor, acquaints them with the employees against signature and stores them in the current documentation folder until a visit by the Contractor's representative.
3.5. On the territory of the Customer, the Contractor performs work on the formation of personal files of employees and the storage of personnel documents, for which the Contractor visits the Customer once a month in the amount of hours necessary to perform work on personnel services (in practice, 2-4 hours).
3.6. The Customer informs the Contractor about all changes in the movement of personnel within 1-2 days from the moment the information appears (submission of an application by an employee, order of a manager, decision attestation commission, court orders, etc.) in free form by e-mail.
4. Cost of Services and payment procedure
4.1. The cost of the services specified in clause 1.1. of this agreement are determined based on the number of employees of the Customer (persons in labor relations with the Customer) at the beginning of the service month, and amount to ____ rubles per 1 employee.
4.2. Price additional services, namely: the development of new LNA, job descriptions, consultations on labor legislation for more than 2 hours per month, presence during inspections by inspecting authorities are determined based on the hourly rate - 500 rubles / hour.
4.3. The Contractor's services are not subject to value added tax (hereinafter referred to as VAT), since the Contractor is not a payer of the specified tax (a simplified taxation system is applied).
4.4. Payment for the Services under this Agreement is made monthly for the past month within 5 working days from the date of invoicing. The acts must be signed within 5 (five) working days after the end of the service month. Form of payment - non-cash payment by transfer to the account of the Contractor.
4.5. For each day of delay in payment, the Customer pays a penalty (fine) in the amount of 0.3% (three tenths of a percent) of the amount of the overdue payment.
4.6. Contractor's invoices, Service Provision Certificates are transferred to the Customer by fax or e-mail with the condition of mandatory subsequent presentation of the originals.
4.7. The expiration of the Agreement does not deprive the Contractor of the right to receive the remuneration due to him for the Services rendered during the term of the Agreement, as well as other payments and compensations provided for in this Agreement.
5. Responsibility of the Parties
5.1. Failure to perform or improper performance by the Parties of their obligations under this Agreement entails liability in accordance with the current legislation of the Russian Federation.
5.2. The Contractor shall not be liable for failure to fulfill its obligations under the Agreement in whole or in part, if such failure was caused by the action or inaction of the Customer, or if such failure was caused by other circumstances beyond the control of the Contractor.
6. Circumstances force majeure
6.1. The Parties are released from liability for full or partial failure to fulfill obligations under this Agreement, if this failure was the result of force majeure circumstances that arose after the conclusion of the Agreement, which the Parties could neither foresee nor prevent. Force majeure circumstances include: natural disasters, fires, social conflicts, as well as decisions of governmental bodies of the countries where the Parties are located.
6.2. The party for which the impossibility of fulfilling obligations has been created must, in the shortest time inform the other Party about this in writing to agree on subsequent actions.
6.3. The term for the fulfillment of obligations under this Agreement shall be extended in proportion to the period of time during which force majeure circumstances are in force.
6.4. In the event of the occurrence of the circumstances provided for in paragraphs 6.1., 6.2. of the Agreement, the Parties may suspend or terminate this Agreement.
6.5. Early termination or suspension of the Agreement does not release the Customer from the obligation to pay for the Services provided by the Contractor.
7. Contract term
7.1. The Agreement comes into force from the moment of its signing by both Parties and is valid for one calendar year from the moment of signing.
7.2. The Agreement may be terminated at any time at the initiative of either Party, subject to written notice in free form to the other Party no later than 30 (thirty) calendar days before the date of the proposed termination of the Agreement.
7.3. If none of the parties, 30 (thirty) calendar days before the expiration date of the agreement, notifies the other party in writing of its intention to terminate the agreement, then it is considered extended for the same period.
8. Other terms
8.1. Relations between the Parties not directly regulated by this Agreement shall be governed by the current legislation of the Russian Federation.
8.2. All disputes between the Parties under this Agreement will, if possible, be resolved through negotiations. The parties agreed on the application of a mandatory claim procedure before going to court.
8.3. Any additions or changes to the terms of the Agreement are valid only if they are formalized by agreements in writing and signed by authorized representatives of both Parties, unless otherwise expressly provided by the provisions of this Agreement.
8.4. This Agreement is drawn up and signed in two copies, having equal force, one for each of the Parties.
9. Details and signatures of the Parties
Form of payment - non-cash payment by transfer to the account of the Contractor. 4.6. For each day of delay in payment, the Customer pays a penalty (fine) in the amount of 0.3% (three tenths of a percent) of the amount of the overdue payment. 4.7. Contractor's invoices, Service Provision Certificates are transferred to the Customer through a courier or by registered mail. Invoices can also be sent to the Customer in advance by fax or by e-mail, subject to the obligatory subsequent presentation of the originals. 4.8. The expiration of the Agreement does not deprive the Contractor of the right to receive the remuneration due to him for the Services rendered during the term of the Agreement, as well as other payments and compensations provided for in this Agreement. 5. Responsibility of the Parties 5.1.
Contract for HR management
The Contractor visits the Customer once a week in the amount of hours necessary to perform work on personnel services (in practice, 5-8 hours). 4. Cost of Services and payment procedure 4.1. The cost of the services specified in clause 1.1. of this agreement are determined based on the number of employees of the Customer (persons in labor relations with the Customer) at the beginning of the month of service, and are: rubles per 1 employee with a headcount of 400-500 people; rubles for 1 employee with the number of 200-399 people; rubles for 1 employee with a headcount of 100-299 people; rubles for 1 employee with the number of 50-99 people; rubles per 1 employee with the number of 05-49 people. 4.2.
Contract for the provision of services for maintaining personnel records of employees of the organization
Attention
Ensure the continuity of the Customer's personnel records management, regardless of the natural reasons for the absence of the specialist/s assigned to the Customer (vacation, sick leave, etc.); 2.1.5. Maintain confidentiality and prevent disclosure to third parties of information constituting the commercial and official secrets of the Customer, including personal data of the Customer's employees, which will become known in the course of the provision of the Services; 2.1.6. Timely issue invoices to the Customer for the Services rendered, as well as transfer other documents related to the provision of the Services.
2.2. The Customer undertakes: 2.2.1. Until the moment of signing this agreement, provide the Contractor with the opportunity to get acquainted with the state of the personnel document flow; 2.2.2. Provide the Contractor with accurate and timely information about the movements in the staff (recruitment, relocation, dismissals, etc.). 2.2.3.
Outsourcing, or hire a personnel officer
Info
Vacation schedule for employees. Leave order. Leave transfer order. Making changes to the vacation schedule. Vacation notice. Leave order without saving wages. Order for maternity leave, parental leave.
Vacation notice. Entering vacation data into the program. Travel order. Issuance of travel certificate. Entering data into the program. Employee incentive order.
Order on the establishment of a bonus to the official salary. An order to attract an employee to work on weekends (holidays). Entering data into the program. Help from the place of work.
Certificate of employment. Time sheet. Decor sick leave. Employee's personal card (T-2). Order to change the name of the employee in the accounting documents, in connection with marriage.
HR service contract
Carry out requirements executive body the Customer, as well as persons authorized by him, on matters of maintaining personnel records, if such requirements do not contradict the legislation of the Russian Federation. 2.2. The customer is obliged: 2.2.1. Provide the Contractor with a list of its representatives authorized to give mandatory instructions for the Contractor on maintaining personnel records, indicating their competence, certified by the signature of the executive body of the Customer and sealed with its seal. 2.2.2. The Customer is obliged to timely provide the Contractor with documents and information on the movement of personnel for the performance of services by him in accordance with this agreement in accordance with Appendix No. 1 of this agreement.
Documents are transferred according to the inventory compiled by the Customer. 2.2.3.
Career
Your name *: Your E-mail*: Contact phone number *: Agreement No. for HR records management in Moscow, hereinafter referred to as the "Customer", represented by the General Director, acting on the basis of the Charter, on the one hand, and the Company with limited liability "Point of Choice", hereinafter referred to as the "Contractor", represented by the General Director, Ms. Anna Yuryevna Blokhina, acting on the basis of the Charter, on the other hand, hereinafter collectively referred to as the "Parties", have concluded this agreement (hereinafter in the text - the Agreement) as follows: 1. Subject of the Agreement 1.1.
Managing personnel records
If the contract with a company providing personnel records management services specifies such a service as keeping work books, then a third-party personnel officer will fill out work books and sign them on the basis of a power of attorney issued to him by the employing organization. Protection of personal data The obligations of the employer to protect the personal data of the employee are defined in Chapter 14 Labor Code. And in accordance with Article 87 of the Labor Code of the Russian Federation, each organization must have a local normative act establishing the procedure for storing and using the employee's personal data.
Such a document is called the Regulation on the protection of personal data of an employee. Before concluding an outsourcing contract, the organization - the transferring party must necessarily draw up an addendum to the specified Regulation.
Important
Read on topic at electronic journal Drawing up a contract for the conduct of personnel records management What should I pay attention to when drawing up a contract for the conduct of personnel records management? Regardless of which type of contract you choose, before concluding it, you need to issue an order to transfer the functions of maintaining personnel records management to a third-party organization. In the contract itself, it is imperative to fix the responsibility of the organization providing the services for the mistakes made by its specialists. Without such insurance, it will be difficult for you to get the contractor to reimburse the amounts of possible penalties imposed on your organization by inspection bodies when such errors are identified.
Also, to avoid loss or damage important documents the transfer of personnel files to the contractor must be formalized with acceptance certificates and accompanied by a detailed inventory of all transferred documents.
If the Certificate is not signed by the Customer within the specified period and the Customer does not submit objections to the Certificate in writing, the Certificate unilaterally signed by the Contractor is considered a confirmation of the proper provision of services under the contract. 3.5. The date of payment for services in case of non-cash payments is the date of debiting funds from the Customer's settlement account. 3.6. In case of non-payment or incomplete payment by the Customer of the invoice issued, the Contractor has the right to suspend the Customer's service until the full payment for the services.
In the case of partial payment, the Customer has the right to indicate which services should be provided to him within the amount paid. 3.7. The Contractor has the right to unilaterally change the cost of services under this agreement. At the same time, the Contractor is obliged to notify the Customer of the upcoming change in the cost of services at least one day before their change.
HR outsourcing agreement sample
In addition, it is necessary to provide for the possibility of processing personal data of employees by another organization. Article 88 of the Labor Code allows access to personal data of an employee only specifically authorized persons. Therefore, you will need to obtain the written consent of employees that their personal cards and work books will be processed not by the employer, but by a hired legal entity (see sample notification on page 44). Sample Notice June 2, 2006 N 17 Puzyrev Anton Nikolaevich Moscow We ask you to express your written consent to the processing of your personal data (including the execution of a work book and personal card) by employees of Personalconsult LLC in accordance with the service agreement.
And only when we created the Center for Accounting and Tax Law "Consultant" in 2000 and assessed all the problems of labor law, the nuances of personnel records and the extent of administrative and criminal liability, we realized that specialized specialists should deal with this issue. Art. 5.27, art. 5.28, art. 5.29, art. 5.30, art. 5.31, art. 5.32, Art. 5.34, Art. 5.40, Art. 5.42, art.
Polina Ernstovna Tutynina, Lawyer, Canada September 20, 2016 at 11:44 am
So, both parties have all the documents required by law. Now you can start documentation transfer of functions of conducting personnel records management.
Maxim Ivanovich Ulyanich, Lawyer, Kropotkin September 21, 2016 at 1:19 pm
1. Subject of the contract 1.1. The Contractor undertakes, on the instructions of the Customer, to provide services to the extent and on the terms provided for in this agreement and its annexes (maintenance of accounting, personnel and tax accounting, preparation of accounting, tax and other reporting, consulting services, etc.), and the Customer undertakes to pay for these services. 1.2. The Contractor monthly provides the Customer with an act of services rendered and a report on the work done no later than the 15th day of each month following the reporting one.
Clementina Alexandrovna Kostrachenkova, Lawyer, Omsk September 22, 2016 at 11:41 am
If your organization has made the decision to have an outsourced HR record keeping, you will run into a problem correct design contracts. First of all, this is due to the fact that outsourcing does not legislative framework. Possible option conclusion of an outsourcing contract can be civil contract contract *(1) or contract paid provision services *(2).
If you need the executing company to organize the personnel records management of your company, and in the future you plan to manage it yourself, then you can conclude a contract.
Ksenia Borisovna Veshcheleva, Lawyer, Shushenskoye September 23, 2016 at 2:46 pm
Angela Daniilovna Ferova, Lawyer, Anbetsu September 24, 2016 at 1:34 pm
The “Accountant to Office” service is required for companies that, for one reason or another, cannot transfer primary documents for processing to the office of Migkon Group LLC. In such cases, a person is allocated to the client from among his specialists - an incoming accountant who performs the functions of an accountant in the office at the time agreed with the client.
We organize the process in such a way that the quality of services is not affected in any way, and we carry out additional supervision of the client's company by our other specialists, through remote interaction.
Galina Yakubovna Evdosina, Lawyer, Nizhnekamsk September 25, 2016 at 1:44 pm
We suggest that you solve this problem and provide you with our services for maintaining personnel records for your company, for an amount that will be ten times lower than maintaining your own personnel department. BUKHprofi provides services for maintaining personnel records, as well as outsourcing of personnel services, in the field of personnel services this procedure is often called personnel outsourcing.
The cost of this service in our company ranges from 5,000 rubles to 10,000 rubles, depending on the selected service package.
Kira Yurievna Serkutieva, Lawyer, Kirovsk September 26, 2016 at 12:05 pm
Each of these events must be properly reflected in personnel records, and for this it is necessary to draw up documents and orders, draw up employment contracts. additional agreements, travel certificates, make entries in work books and personal cards, keep records of events in registration logs, etc.
IN small companies this function is often the responsibility of accounting staff or a general HR officer (human resources specialist) who handles both recruitment and personnel records; medium-sized companies usually have dedicated HR inspectors on staff, and large organizations for the implementation of personnel records, entire departments of specialists in personnel records management are created.
Sabina Antonovna Gabulaeva, Lawyer, Ozherelye September 27, 2016 at 1:40 pm
You will have to draw up documents and orders, draw up employment contracts, additional agreements, travel certificates, make entries in work books and personal cards, keep records of events in registration logs, etc. For this you need to know well labor law, since in the process of creating a particular personnel document, its specific features must be taken into account.
Vadim Antonovich Gonachenko, Lawyer, Bazarnye Mataki September 28, 2016 at 2:51 pm
The second option is becoming an increasingly popular business. Spring 2017 recruitment agency Unity conducted a survey of more than 300 Moscow and regional companies from 10 to over 1000 employees in various industries. It showed that the demand for outsourcing grew by 10% compared to the same period in 2015. The main advantage of outsourcing is that it is simply a civil relationship between two companies.
Yakov Leonidovich Derzyan, Lawyer, Kobrin September 29, 2016 at 1:52 pm
The management of any organization is always striving to reduce costs, using the most different solutions. For example, one option to conserve resources is not to hire a number of full-time specialists and delegate support functions to third parties.
This transfer of cases to third-party specialists is called the now fashionable term "outsourcing". Outsourcing is widely used in many industrialized countries, as it can significantly save the resources of enterprises.
Clementina Danilovna Tyutyunkova, Lawyer, Vozrozhdenie September 30, 2016 at 12:55 pm
If you do not pay due attention to personnel records management and remember it only when meeting with employees of the labor state inspectorate and / or tax, you risk being brought before the law and punished, being guilty of violating the law. Article 5.27 of the Code of Administrative Offenses of the Russian Federation (Code of Administrative Offenses).
Violation of the legislation on labor and labor protection - entails "imposition administrative fine on officials in the amount of one thousand to five thousand rubles; on persons carrying out entrepreneurial activity without formation of a legal entity - from one thousand to five thousand rubles or an administrative suspension of activities for a period of up to ninety days; on legal entities- from thirty thousand to fifty thousand rubles or an administrative suspension of activities for a period of up to ninety days.
Albina Fedorovna Himacheva, Lawyer, Kholmsk October 1, 2016 at 1:16 pm
2.1.2. Comply with the requirements of the executive body of the Customer, as well as persons authorized by him, on the issues of maintaining personnel records, if such requirements do not contradict the legislation of the Russian Federation. 2.2.1. Provide the Contractor with a list of its representatives authorized to give mandatory instructions for the Contractor on maintaining personnel records, indicating their competence, certified by the signature of the executive body of the Customer and sealed with its seal.
Vera Grigoryevna Matsneva, Lawyer, Koshki October 2, 2016 at 1:37 pm
Preparation of employment contracts, work contracts, full liability contracts and other contracts with employees - in accordance with the requirements of the law and your wishes; - staffing, orders reflecting labor function employees already working in the organization, job descriptions, personal personnel record sheet, personal T-2 card; 5.
Innokenty Radislavovich Nefedkin, Lawyer, Przemysl October 3, 2016 at 2:53 pm
Personnel management deals with personnel planning, implementation of new effective methods selection of potential candidates, issues of training and certification of employees, development of a motivation system, formation corporate culture. Do not miss the work with documents: registration of hiring, transfer, dismissal of an employee, drawing up documents on encouraging or disciplinary action, drawing up and implementing internal regulations administered by the personnel department.
To reduce costs, some organizations are phasing out full-time employees who perform support functions, such as managing personnel affairs. However, it is impossible to completely abandon the performance of these functions, and therefore this work outsourced to third parties. Such a transfer is possible upon execution of an appropriate agreement with the executing company.
In this article, we will cover the following topics:
- personnel office work under the contract;
- drawing up a contract for the conduct of personnel records management;
- sample contracts for HR management.
HR records management under a service agreement
The management of any organization is always striving to reduce costs, using a variety of solutions for this. For example, one option to conserve resources is not to hire a number of full-time specialists and delegate support functions to third parties. This transfer of cases to third-party specialists is called the now fashionable term "outsourcing".
Don't Miss: Major HR Changes
What is accepted and entered into force this month.
Outsourcing is widely used in many industrialized countries, as it can significantly save the resources of enterprises. Most often, the execution of such auxiliary functions of the enterprise as accounting, legal support, personnel office work.
In our country, outsourcing services are just beginning to develop. At the same time, civil law provides enough tools for performing work for the benefit of any company by freelance specialists, and also regulates the relationship between the employer and the contractor that arises from outsourcing to a sufficient extent.
If you decide to outsource HR administration, it is important to pay close attention to correct compilation contracts. The transfer of work for outsourcing can be formalized in two ways: with the help of a civil law contract (work contract) or with the help of a contract for the provision of services.
There are not so many differences between these types of contracts, but they still exist. One of the main differences is that the subject of a work contract is usually the end result of the contractor's work, while a service contract implies a process of providing services that is not always aimed at obtaining a specific result. Thus, if you are determined to conduct long-term HR administration by a third-party company, then in this case it is better to conclude a contract for the provision of services.
Drawing up a contract for the conduct of personnel records management
What should you pay attention to when drafting an employment contract? Regardless of which type of contract you choose, before concluding it, you need to issue an order to transfer the functions of maintaining personnel records management to a third-party organization.
In the contract itself, it is imperative to fix the responsibility of the organization providing the services for the mistakes made by its specialists. Without such insurance, it will be difficult for you to get the contractor to reimburse the amounts of possible penalties imposed on your organization by inspection bodies when such errors are identified.
Also, in order to avoid loss or damage to important documents, the transfer of personnel files to the contractor must be drawn up with acceptance certificates and accompanied by a detailed description of all transferred documents.
Since the responsibility for organizing work with work books, including their storage, rests with the employer, he must appoint a person responsible for performing these functions by order. This person does not have to be an employee of the company, but when appointing a representative of another organization as a responsible person, it is necessary to issue a power of attorney for him.
It is also the responsibility of the employer to protect the personal data of the employee. Their storage and use procedure is regulated by the local Regulation on the protection of personal data of an employee. When concluding an agreement for the conduct of personnel records management by a third-party organization, it is necessary to draw up an addendum to the specified provision, in which it is necessary to fix the possibility of processing personal data of employees by another organization. It will also be necessary to obtain the written consent of employees that another legal entity will work with their personal data.
Sample contracts for HR administration
Below you can find a sample contract for the conduct of personnel records management by a third-party company.
Managing HR records using third party resources specialized company is a new and insufficiently appreciated phenomenon for Russia. Owners of medium and small businesses underestimate the complexity and importance of such a part of their activities as personnel records and office work. Savings on the qualifications or unit of a HR specialist/manager by combining professions is a frequent occurrence.
For whom
Outsourcing of personnel records (provision of services for maintaining personnel records and office work) is intended for medium and small businesses that start or develop their activities and do not have sufficient resources to maintain a professional personnel officer or, due to a small number of staff, do not need a personnel officer full time.
By concluding an agreement with us for maintaining personnel records (it is also personnel support, services for maintaining personnel records management, subscriber personnel services), you will receive highly professional assistance from personnel officers who worked in large companies- market leaders.
You do not need to take care of the organization of the workplace, pay rent - we have our own workplaces. You do not need to pay social taxes on the salary of a personnel officer - you enter into an agreement with the company. You can be sure that the correct and timely execution of personnel documents for your company is our main job, and not an additional burden (like your accountant or secretary).
With subscriber personnel services, we will take care of maintaining personnel records in your company in full. You can conclude a contract for the conduct of personnel records management in your company for six months or a year - whichever is more convenient for you.
The list of works performed by us as part of the outsourcing of personnel records management:
- Maintaining personnel records and designing a system for registering personnel documentation in accordance with legal requirements:
- Book of accounting for the movement of work books and inserts to them
- Income and expense book for accounting for forms of work books and inserts to them
- Journal of accounting orders for core activities
- Journal of accounting orders for personnel
- Vacation log
- Travel log
- Maintaining personnel records and preparing personnel documentation and giving them legal force.
- Employment books
- Registration again accepted workers, personnel support.
- Entering admissions records, maintaining personnel records.
- Entering records and issuing a work book upon dismissal.
- Registration in the book of the movement of work books and inserts to them.
- Employment contracts
- Registration of employment contracts with newly hired employees.
- Registration of changes, additions to them (if necessary).
- Registration of termination of the employment contract.
- Registration of employment contracts and amendments and additions to them.
- staffing
- Arrangement of a coordinated staffing table.
- Making changes (if necessary).
- Orders for core business
- Making the necessary orders.
- Registration of orders.
- Orders on personnel (recruitment, transfer, dismissal)
- Issuing current orders.
- Registration of orders.
- Statements of employees (official, memos, notices)
- Decor.
- Vacation schedule
- Decor.
- Current completion of information on the use of annual paid holidays.
- Vacation orders
- Decor.
- Calculation of the period for which the vacation is granted.
- Calculation of the required and used amount of vacations in calendar days.
- Calculation of vacation debt.
- Personal cards T-2
- Calculation of the total and continuous experience.
- Maintenance of military records in the T-2 card.
- Entering records of the movement of the employee.
- Entering information on vacations used.
- Leaves of incapacity for work
- decor
- maintaining a register of disability certificates
- Travel arrangements
- issuance of an order
- issuance of a travel certificate
- decor job assignment
- record keeping travel certificates
- Maintenance of civil law contracts (GPC) for individual entrepreneurs
- execution and registration of GPC agreements
- tracking the timing of work, collecting reports, drawing up acts
- interaction with accounting
- Making copies of work books and certificates for employees
- Time sheet in the form of T-13
- Decor.
- Employment books
How does this happen
Our employee will appear in your office a specified number of times a month (but not less than twice) for registration necessary papers and will be constantly in touch by phone and e-mail. We will establish interaction with your accountant using 1C to transfer data for payroll. In addition, we will sign an agreement with you on non-disclosure of personal data of employees and other transferred confidential information.
Price
The cost of HR record keeping services depends on the number of the Company's employees and additional complexity factors (presence of foreign employees, harmfulness, specific work schedules, etc.). The cost of work is calculated individually for each client and is reflected in the commercial offer.
