Order on the assignment of duties of the personnel department. Order on the assignment of the duties of a personnel officer

In every organization there are situations when it is necessary to replace a temporarily absent employee - vacation, illness, business trip. In this case, an order is issued to assign duties to another employee who will perform the work of a colleague during his absence.

How to issue

Very often, the registration of the duties of an absent employee is carried out according to the rules of Art. 60.2 of the Labor Code of the Russian Federation.

In this case:

additional work is performed during working hours;
drawn up by an additional agreement to the employment contract;
surcharge is determined by agreement;
no entry is made in the workbook.

Issue an order and demand execution additional work, especially without payment, it is not lawful. At the same time, both the term and the amount of additional work must be agreed with the employee. But the employee has the right to cancel at any time ahead of schedule, warning three days in advance. The employer can also cancel the order. Mandatory requirement- Consent of the employee. The article provides a sample order on the assignment of duties, which also needs to be drawn up.

Sample letter of assignment

And since situations with the absence of one of the employees necessarily happen, the procedure for replacing duties in some cases can be immediately indicated in the job description. In this case, the employee will be immediately notified of the need to replace a particular employee, and the range of duties that will need to be performed in his absence can be determined in advance.

This option practically does not require additional administrative and organizational change, because the employee performs someone else's work along with his own, compacting the schedule and setting priorities. But depending on the workload of the employee, the volume of transferred duties, the period of absence (for example, more than a year, if maternity leave) you can use other options - internal combination or temporary transfer.

Part-time or transfer

Internal combination is regulated by the provisions of Ch. 44 of the Labor Code of the Russian Federation and can also be issued in the case when an employee needs to perform other people's duties in addition to his main job.

What are the features? It is necessary to conclude a separate employment contract, which will specify all the conditions. And the work will be paid based on the position being replaced in proportion to the time, volume or other conditions specified in the contract. The fundamental difference from the above option is that the work will be performed in excess of the main time, but no more than 4 hours a day, that is, this option will be convenient if the functions can be clearly distinguished, and the employee, having completed his main work, starts the work of the absent employee. However, the employer will need to keep records of working time or other necessary indicators and, if the employee wishes, make an entry in the work book.

Temporary transfer regulated by Art. 72.2 of the Labor Code of the Russian Federation, is the most cardinal option in this situation. The employee will only perform the work of the absent employee, that is, this is possible in the event that the work of the absent employee cannot be combined with the main work, when the main work can be shifted to another employee, or the termination of this work will cause less damage to the employer than the failure to perform the work of the absent employee . And in the event that the absence of an employee takes place obviously for a long time - a long business trip, parental leave and other reasons.

Such a transfer is formalized by an additional agreement to the employment contract, payment is made according to the salary due in new position. However, for early termination temporary transfer the agreement of the parties is necessary, it cannot be canceled unilaterally.

Common to all cases of registration of substitution is the need for the consent of the employee, determining the amount of work and the amount of remuneration for performing additional duties.

Tell me, please, in an organization of 8 people, the duties of personnel are performed by Chief Accountant. There is no Human Resources Inspector position in the staffing table. Is it necessary for the chief accountant to make an order to assign the duties of a personnel inspector and add the position to the staff list?

Answer

If the organization does not have a personnel officer, then this does not relieve the employer from the need to draw up documentation on personnel. In this case, the order (instruction) of the head decides who will be involved in this work. In practice, most often an employee who is well versed in office work is selected to work with personnel documentation. The choice, as a rule, falls either on the secretary, or on the accountant.

The employer himself has the right, at his discretion, to approve the staffing table and form structural divisions (departments). The number of employees of the personnel service is determined by calculation based on the norm of time for the performance of work on personnel records management.

When calculating the number of staff units, one should proceed from the volume of work performed.

We recommend reading about professional accounting standard material at this link.

Performing work not provided employment contract possible with the written consent of the employee, with the establishment of an additional payment.

The organization may involve an employee in the performance of duties that are not included in his official duties through:

Combination of profession (position);

Increasing the volume of work performed;

Expansion of the service area.

The expansion of service areas and the increase in the volume of work performed means the performance, along with one's main job, stipulated by the employment contract, of additional amount of work in the same profession or position ().

If you issue additional work as an increase in the amount of work performed, then during the check, questions may arise regarding positions of different names.

The combination of professions (positions) is established when the corresponding staff unit in the organization is not filled (vacant) for some reason.

When combined, you can perform additional work only in another profession or position. And:

The employee must agree to the combination;

The period during which an employee will combine other work is established by agreement of the parties (for example, before an employee is found for a vacant position);

An employee must combine different positions (professions) in the same organization (otherwise it will be external);

The employee will perform both the main and his additional work within the established working hours (usually eight hours a day) (otherwise it will be).

In order for an employee to apply for a combination of the profession of an HR specialist, you will need to enter at least 0.5 of the rate of a HR specialist in the staffing table. From point of view labor law this option seems to be the most appropriate.

The amount of additional payment for additional work is determined by agreement of the parties. The surcharge can be set both in a fixed amount and as a percentage.

How ( );

The choice of option depends on the nature of the additional work and on the regularity with which the employee must perform it. If an employee has to do a new job for him for a certain time, then it is better to arrange an internal part-time job or a combination of professions (positions).

At internal combination the employee performs additional work in his spare time from the main job (and the Labor Code of the Russian Federation). For this employer ().

When combining professions, the employee is engaged in additional work during his normal working day. At the same time, additional work is paid and is possible only with the written consent of the employee. Such rules are established in Article 60.2 Labor Code RF.

The expansion of service areas and an increase in the volume of work performed is understood as the performance, along with one's main job, stipulated by an employment contract, of an additional amount of work in the same profession or position ().

At the same time, the assignment to the employee of additional work for additional payment formalize the signing by the employee and the employer of an additional agreement to the employment contract, which will determine both the content and volume, and the term of future work, as well as additional payment for its implementation (Art. , Labor Code of the Russian Federation).

On the basis of an additional agreement to the employment contract, issue an order (in any form) to entrust the employee with the relevant work and establish additional pay. Send a copy of the order to the accounting department for the calculation and payment of additional payments to the employee.

It should also be remembered that information on combining professions, expanding service areas, increasing the volume of work, performing the duties of a temporarily absent employee without exemption from work determined by the employment contract is not entered into the employee’s work book and his personal card (, p., Rules approved , instructions approved ).

If the work is one-time and does not repeat for some time, while the result is important for the employer, and not the process, then it is better to conclude civil contract. See this agreement for more details.

If you have already come across personnel documents, then you know that many of them have a place for the signature of a personnel worker (for example: “Staffing table”, “Time sheet”, etc.)

It must be borne in mind that many supervisory organizations(labor inspectorate, judiciary, tax inspections) when conducting inspections or when requesting documents, they are required to provide an order to appoint a personnel employee or an order to impose duties on maintaining personnel records on any of the employees.

If there is a staff member in the state, then there are no problems with the provision of the above document.

And if the organization is small and the cost of hiring and paying an individual employee to maintain personnel office work economically unprofitable and unjustified?

In this case, the manager will have to decide on assigning the duties of a personnel officer to an existing employee.

It is a must to do this! We will walk this path in 3 steps.

Step 1 We are looking for a suitable candidate.

The game of "bottle" is not suitable, because. the employee must obtain consent.

The simplest choice for a manager is to take responsibility for himself. It is always easier to agree with yourself, and there will be no problems with obtaining consent. Although it may turn out that the manager has already been assigned duties, at least the chief accountant. Or maybe a leading salesperson or cleaning lady…

The next most common for this combination is the chief accountant. Consult with him. Maybe the chief accountant will gladly agree, or maybe he will advise someone ...

Responsibilities for personnel records can be assigned to any employee, as long as he has enough time and education. If Zulfiya works as a cleaning lady for you, then do not rush to issue an order for her. First, send her to Russian language courses (this way you can at least avoid the distortion of words and the lack of meaning in sentences).

Half done! The candidate has been selected. Go ahead.

Step 2 We agree with the employee.

The victim was chosen - we start negotiations. Negotiations can be held anywhere (at the employee’s desk, in the manager’s office, in the nearest cafe) and in any form (orally, in writing through the office, by e-mail, even launching airplanes made up of notes), but agreements will have to be drawn up in writing as Addendum to the employment contract. (Do not forget to stipulate an additional payment for new duties - an increase in work leads to an increase in wages. It is easier to agree this way and the inspectors will not have questions.)

We write an additional agreement like this:

We agreed with the employee, it is necessary to consolidate the agreements with an order.

Step 3 We issue an order for the assignment of duties.

It will look something like this:

This order will be provided at the request of the regulatory authorities.

A staff member has been appointed.

It's time to move on to HR. And the first thing that the personnel officer should check is the availability of staffing.

And who is the staff member?

Limited Liability Company “Season”, hereinafter referred to as the “Employer”, represented by the General Director Smirnov A.A., acting on the basis of the Charter, on the one hand, and Filippova Ksenia Borisovna, holding the position of an accountant, hereinafter referred to as the “Employee”, on the other hand, collectively referred to as the "Parties", have concluded this supplementary agreement to the employment contract dated March 12, 2007 N 31-TD as follows: 1. In connection with being on annual paid leave of the senior accountant Ryabova I.N.

The employee is entrusted with the performance of all her duties in accordance with job description in the period from May 23 to June 5, 2011 without the release of the Employee from the performance of duties as an accountant.2. An additional payment is established for the employee for performing the duties of a temporarily absent employee in the amount of 40% of the salary for the position of senior accountant.

If the secretary is also a personnel officer

These orders contain personal data, but the “weight categories” of personal information in them are disproportionate: the fact that the employee is engaged in personnel records management is not a secret (it is unlikely that it will be possible to hide it from others), but the amount of his remuneration is closed personal information which outsiders do not need to know. Both orders are issued on the same day. MANDATORY DOCUMENTS FOR HR There are documents that are required to be in every organization - any check will request them first.

Attention

If the secretary is now responsible for personnel records management, then this mandatory set will have to be provided in as soon as possible. We present a list of these documents in the form of a table with explanations.

We will not number the documents - the degree of their obligation is the same and is the highest. This list is not exhaustive.

Is it possible to assign additional responsibilities to an employee and how to do it?

Limited Liability Company "April" │ │ │ │ Order N 15 │ │ │ │ St. Petersburg 04/02/2009 │ │ │ │ On combining posts │ │ │ │ Due to the temporary disability of Secretary I.S.

│ │ and the need to fulfill her duties, guided by Art. 60.2 │ │

Labor Code of the Russian Federation, │ │ │ │ I order: │ │ │ │ 1. Set Spitsina O.V. from 03.04.2009 combining the positions of │ │ secretary for a period of three months. │ │ 2. To the chief accountant Petrova E.A. provide additional payment for combination │ │ Spitsina O.V.

in accordance with the condition of the additional agreement in the amount of │ │ 50% of the official salary of the secretary. │ │ 3. Responsible for the execution of this order appoint │ │ the head of the personnel department Starovoitova G.A. │ │ │ │ Basis: additional agreement dated 04/02/2009 N 1 to the labor contract │ │ dated 03/21/2008 N 5 of the inspector of the personnel department Spitsyna O.V.

The procedure for appointing a person responsible for maintaining personnel records management

DOCUMENTS FOR THE PROTECTION OF PERSONAL DATA The employer is obliged to ensure the safety of personal information of employees in accordance with federal law No. 152-FZ. It is not enough to approve the provision on personal data.

Additionally required: written permission of employees to process their personal data; written obligations of employees processing personal data of colleagues about their non-disclosure; a special regime for storing documents containing personal data. If you strictly follow the letter of the law, then first the employee must give permission for the processing of his own personal data, and only then the application for employment.
This is a voluntary matter, but in practice it is impossible to apply for a job without permission. Therefore, such permission is given by all employees of the organization without exception.
There is no set form for it, but you can use the one in Example 3.

How can an employee be given additional responsibilities?

After all, the employee will not have to be released from the performance of his own duties. Therefore, we want to talk about how to properly arrange and pay for replacement.

We agree with the employee So, the employee, along with his main job, will perform additional responsibilities within the limits of the duration of working time established for his main work due to the consolidation of his work during the working day. He can be entrusted with both work similar to the one he performs (increase in the volume of work, expansion of the service area), and work in a different position / profession (combination).

We advise the managerReplacement is the most convenient way to assign the duties of a temporarily absent employee to another employee. After all, the employee performs additional duties along with his own during the working day.

Order on the assignment of duties for the maintenance of the checkpoint

Step-by-step plan for imputing additional responsibilities

Notify the employee in writing 2 months in advance of changes in working conditions.
Issue an order (order) on combination or internal combination.
Draw up an additional agreement to the employment contract or conclude an additional contract.
Reissue the job description, familiarize the employee with it new edition under painting.

If an employee is against the introduction of new duties in the job description, if they are within the qualifications, it does not provide for the consent of the employee, therefore disagreements are often possible at this point, especially since wages in such cases are usually not reviewed.
Maybe the chief accountant will gladly agree, or maybe he will advise someone ... You can assign the duties of personnel accounting to any employee, if only he has enough time and education. If Zulfiya works as a cleaning lady for you, then do not rush to issue an order for her.

Step 2 We agree with the employee. The victim was chosen - we start negotiations. Negotiations can be held anywhere (at the employee’s desk, in the manager’s office, in the nearest cafe) and in any form (orally, in writing through the office, by e-mail, even launching airplanes made up of notes), but agreements will have to be drawn up in in writing in the form of an Addendum to the Employment Contract.

How to properly assign HR responsibilities

But if there is a desire, then in the developed forms there should be no less information than in those approved by the State Statistics Committee. The unified forms of orders are more than enough for the secretary-personnel officer to process standard personnel actions.
But there are other orders for personnel: they are drawn up in the form of orders for the main activity and do not have any unified form. For example, an order imposing duties on maintaining personnel records (see Example 2). And there may also be an order to change the surname, establish an allowance, withdraw or postpone the vacation. These documents, drawn up in the form of an order for the main activity, remain orders for personnel: they contain personal data and are stored for the periods established for orders for personnel. Storage of orders for personnel.
In the article, we will tell you how the secretary will lay the foundation for the future personnel department and the archive of documents on personnel, how to formalize his duties in maintaining personnel records management and comply with the necessary minimum of labor legislation. HR SECRETARY: ASSIGNMENT OF RESPONSIBILITIES According to the first part of Art. 60.2 of the Labor Code of the Russian Federation, it is possible to assign additional duties to an employee that are not provided for by an employment contract only for an additional payment. You can’t just “make happy” the secretary with new responsibilities. Their laying on is formalized by order. Moreover, we recommend preparing two orders. In the first (organizational) it is necessary to appoint an employee responsible for maintaining personnel records (Example 1).
In the second (by personnel) - assign duties, prescribe the amount of payment and bring the consent of the employee (Example 2).
This is a standard procedure in which a candidate for a position must submit an application with a request to be hired, provide Required documents, including passport, SNILS, Bank details to receive wages, TIN, work book if available. An employment contract is concluded, familiarization with the constituent documents of the organization, local acts, job description takes place. It is worth remembering that the appointment of an employee to the position of a personnel clerk is possible only after this position is included in the organization's staffing table. This is a document that the manager must prepare in advance, and later, after the appointment of a personnel officer staffing he will be engaged. The text of the order on the assignment of additional functions to the employee is as follows.

Regulations on personnel records

Maintaining personnel records and office work on personnel issues performs important tasks:

The sequence of registration and the procedure for passing personnel documents within the organization is determined
Templates of documents necessary for conducting personnel records management are approved
A list of documents required to perform a particular HR business process is clearly defined, which allows to reduce time, and therefore material costs for the processing of personnel documents

In the course of fulfilling their job duties HR specialist has to draw up great amount the same type of documents. Despite the fact that the legislation defines the procedure for filling out the main personnel documents, it is advisable for the organization to develop a work procedure for personnel records management in order to improve personnel workflow and increase the efficiency of working with personnel documents by unifying the composition and forms of documents, technologies for working with them.

Maintaining documentation on personnel records management should be based on the current legislation in the field of documentation and information. It is important to note that the development of work regulations takes into account the features of personnel records management, the specifics of the organization, which is determined by the field of activity, organizational structure and the number of employees.

The regulation of work on personnel records management in an organization should be developed in order to streamline the documentary support of the company's personnel management and increase its efficiency by unifying the composition and forms of management documents, technologies for working with them and ensuring control over the execution of documents.

Features of personnel records management is to establish general requirements to the functioning of the system of documentation support for personnel management, documentation personnel activities and organization of work with documents in personnel service companies.

General provisions containing the purpose and objectives of the instruction, scope, general principles work with personnel documents, responsibility of departments, officials and employees of the organization for compliance with the provisions
Thematic sections that sequentially reveal the procedure for processing basic personnel operations, such as hiring, relocating, dismissing employees, the rules for processing business trips, processing and accounting for vacations, etc. The composition of thematic sections can be changed and supplemented depending on the working conditions and the adopted technology.
Final provisions determining the moment of entry into force of the regulations for work on personnel records management
Applications include the maximum reference and illustrative material, systematized in the order of sections.

The regulations for the conduct of personnel records management are prescribed in order to improve work with personnel documents, improve the quality of preparation of personnel documents, streamline and optimize personnel workflow in the organization.

Responsibility for maintaining personnel records management, compliance with established work rules, deadlines for processing and safety of personnel documents rests with the head of the personnel department.

Documents drawn up by the personnel service of the organization related to personnel records management are divided into:

Organizational documents
personnel documents
Information and reference documents

Organizational documents include:

Staffing (T3)
Personnel policy of the organization
Rules of the internal work schedule
Regulations on remuneration and bonuses for employees
Regulation on the protection of personal data of employees
Regulations on personnel assessment
Regulations on the work of departments included in the structure of the organization
Job Descriptions
Instructions for conducting personnel records management
Regulation on labor protection
Instructions on labor protection by profession
Briefing log (familiarization with the instruction)
Corporate Conduct Code

Personnel documents include:

Employment contract
Book of registration of employment contracts
Order (instruction) on employment (form T-1)
Order (instruction) on transfer to another job (form T-5)
Order (instruction) on granting leave (form T-6, T-6a)
Vacation schedule (form T-7)
Vacation registration log
Order (instruction) on the termination (termination) of the employment contract (form T-8, T-8a)
Order (instruction) on sending on a business trip (form T-9, T-9a)
Job assignment for sending on a business trip and a report on its implementation (format T-10, T-10 a)
Journal of registration of orders to send employees on a business trip
Journal of issuance of travel certificates
Order (instruction) on promotion (form T-11, T-11 a)
Order of full financial responsibility
Employee's personal card (T-2 form)
Time sheet (form T-13)
Note-calculation on granting leave to an employee (form T-60)
Note-calculation upon termination (termination) of the employment contract with an employee (form T-61)
Employment history
Questionnaire (personal sheet for personnel records)
Supplement to the personal sheet on personnel records

Reference documents include:

Statements
Memos
Explanatory notes
Notifications

It is necessary to pay attention to the fact that personnel documents acquire legal force from the moment of their signing and registration.

Form of employment
The procedure and deadlines for processing documents
The procedure for filing a dismissal from work
The procedure for issuing vacations
The procedure for processing the transfer of an employee

1. Registration of employment

1.1 List of required documents:

An employment contract is a document that establishes an employment relationship between an employer and an employee and determines the conditions labor relations between them.
Admission order - an administrative document, on the basis of which entries are made in the employee's work book
The work book is the main document about labor activity and work experience of the employee
Personal card (form T-2) - an accounting document containing information of a biographical nature
Personal file of an employee - a set of documents containing biographical information about an employee, information about professional experience
A person applying for a job fills out a questionnaire of a standard form of an organization

1.2. List of required registration forms:

Movement accounting book work books and inserts for it
Local Familiarization Log regulations organizations

1.3 A person applying for a job presents the following documents to the personnel officer:

Passport or other identity document
Employment book, except for cases when the employment contract is concluded for the first time or the employee goes to work on a part-time basis
Insurance certificate of state pension insurance
Documents of military registration - for persons liable for military service and persons subject to conscription for military service
A document on education, qualifications or the availability of special knowledge - when applying for a job that requires special knowledge or special training
Other documents required for submission in accordance with the current legislation of the Russian Federation

1.4 When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are drawn up by an employee of the employer's personnel department in the manner prescribed by law.

2. Procedure and terms of paperwork

2.1. Documenting the hiring procedure (before signing an employment contract) begins with familiarizing the employee with the job description, labor regulations and other local regulations of the organization.

The employee confirms familiarization with the job description with his signature directly on a copy of the job description

2.3. The employee confirms familiarization with the internal labor regulations and other local regulations by signing in the journal of familiarization of employees with local regulations.

2.5 The form of an employment contract for employees of the organization is approved by order of the head of the organization and can be individually supplemented for each employee

2.6 The employment contract is concluded in writing, drawn up in two copies. One copy is handed over to the employee against receipt, the other is kept by the employer in the personnel department until it is transferred to the archive for storage. If the condition of familiarization and signature is included in the text of the employment contract, there is no need to keep an additional registration journal.

2.7 the employer signs the employment contract CEO organization, and during his absence by a person who has received the appropriate authority.

2.8 The employment contract is drawn up no later than three days from the date of actual assumption employee to perform work duties.

2.9 After signing by the parties, the employment contract is subject to mandatory registration in the register of employment contracts

2.10 An employment contract is the basis for issuing an order to hire an employee. After drawing up, signing and registering the employment contract, the personnel officer draws up an order for employment.

2.11 The order for employment is issued according to unified form T-1, approved by the Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 No. 1 "On a unified form primary documentation on the accounting of labor and its payment "

2.12 The order for employment is signed by the general director of the organization, and in his absence by a person who has received the appropriate authority

2.13 The order for admission must be registered in the register of orders for the admission, transfer, dismissal of employees

2.14 From the signed and registered order, the specialist of the personnel department makes a copy and files it in the employee's personal file

2.15 The original orders are formed by a specialist of the personnel department in the case and are stored in the personnel department of the organization until they are transferred to the archive

2.16 On the basis of the order for employment, entries are made in the work book

2.17 Employees entering a job for the first time are provided with work books of a new type, approved by Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books”. The rest of the employees records are entered in the previous work books

2.18 Labor books are filled in by a specialist in the personnel department responsible for accounting, maintaining, storing and issuing labor books and inserts to them.

2.19 Labor books of employees are maintained in the manner prescribed by the Instructions for filling out labor books, approved by Decree of the Ministry of Labor of the Russian Federation dated 10.10.2003 No. 69

2.20 The personnel department specialist enters information about the owner of the details of the work book in the book of accounting for the movement of work books and inserts in them, and also signs for the receipt of the employee's work book in storage

2.21 Employment records are stored in the personnel department in a safe or locker

2.22 With each entry made in the work book, the specialist of the personnel department is obliged to familiarize its owner against receipt in his personal card

2.23 A personal card is issued according to the unified form T-2, approved by the Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 No. 1 "On the unified form of primary documentation for accounting for labor and its payment"

2.24 The personal card is filled in in one copy and signed by the specialist of the personnel department, as well as by the employee hired

2.25 Personal cards are kept in a safe or locker

2.26 After documentation I am hiring an employee, his personal file is drawn up

2.27 The documents of the personal file of employees include the following documents:

Internal inventory of case documents
Questionnaire
A copy of the job order
Copies of education documents
Characteristics and letters of recommendation
Employment contract
Health information
Photos

2.28 In the future, the following documents are filed in the personal file in chronological order:

Personal statements of the employee (including the postponement of the next vacation)
Copies of documents confirming the receipt of additional education
Copies of orders for transfer, promotion, disciplinary action worker
Reviews of officials about the employee

2.29 Personal files contain information about the personal data of the employee and are stored in the personnel department as documents of strict accountability. Personal files are kept for 75 years, the heads of the organization - constantly.

3. The procedure for registration of dismissal from work

3.1. Dismissal from work is formalized by the following set of documents:

An employee's handwritten statement with the manager's resolution (the statement is not always drawn up, but depending on the circumstances that served as the reason for terminating the employment relationship)
The bypass sheet, the form of the bypass sheet is approved by order of the head of the organization and can be individually supplemented for each employee. An employee of the personnel department issues a bypass sheet to the employee for self-collection of signatures of officials
Dismissal order
Employment history
Personal card
Private bussiness
Book of accounting for the movement of work books and inserts in them
Journal of registration of orders for admission, transfer, dismissal

3.2 Procedure and terms of paperwork

Upon dismissal of an employee due to the expiration of the fixed-term contract 9st. 79 of the Labor Code of the Russian Federation), the employee must be warned in writing at least three days before the dismissal.

3.3 The employment contract may be terminated by agreement of the parties at any time (Article 78 of the Labor Code of the Russian Federation). It is necessary to draw up an agreement to terminate the employment contract.

3.4 An employee of the personnel department begins processing the dismissal of an employee from work on drawing up an order.

3.5 The dismissal order is drawn up according to the unified form T-8, approved by the Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 No. 1 "on the unified form of primary documentation for accounting for labor and its payment"

3.6 All dismissal orders are coordinated with the immediate head of the structural unit from which the employee is dismissed. The order to dismiss the financially responsible person is additionally agreed and endorsed by the chief accountant of the organization.

3.7 An order on dismissal with visas of the indicated officials is submitted to the General Director for signature.

3.8 The dismissal order is signed by the general director of the organization, and in his absence by a person who has received the appropriate authority.

3.9 The dismissal order must be registered in the register of orders for the admission, transfer and dismissal of employees.

3.10 From the signed and registered order, the employee of the personnel department makes a copy and files it in a personal file.

3.11 On the basis of the dismissal order, on the day the employee is dismissed, the relevant entries are made in his work book.

3.12 The record of dismissal made in the work book is certified by the signature of the employer or the person responsible for maintaining work books, and the seal of the organization.

3.13 Upon dismissal of an employee, all entries made in his work book during his work in the organization are additionally certified by the signature of the employee himself.

3.14 Before issuing a work book, an employee of the personnel department checks the presence of signatures of officials in the bypass sheet.

3.15 The work book is issued to the employee strictly on the day of dismissal. 3.16 Upon receipt of his work book, the employee signs in the book of accounting for the movement of work books and inserts in them. Information about the dismissal of an employee is entered by an employee of the personnel department in his personal card.

3.17 On the day of dismissal, the employee signs his personal card.

3.18 A copy of the dismissal order and a bypass sheet are filed in the employee's personal file.

3.19 At the written request of the employee, the personnel department specialist issues to him certified copies of documents related to work: copies of orders, certificates of wages etc.

4. The procedure for issuing holidays

Vacations are issued with the following set of documents:

Handwritten application
Vacation schedule
Vacation notice
Time sheet
Leave order
note-calculation

4.1. Procedure and terms of paperwork

The sequence of granting annual paid vacations is determined in accordance with the vacation schedule.

4.2. The vacation schedule is approved by the CEO of the organization annually no later than two weeks before the start of the vacation. calendar year. The vacation schedule is drawn up according to the unified form No. T-7, approved by the Decree of the State Statistics Committee of the Russian Federation dated 05.01.2004 No. 1 "On the unified form of primary documentation for accounting for labor and its payment"

4.3 Based on the vacation schedule, the employee must be notified of the start time of the vacation no later than two weeks before it starts.

4.4 The form of notice of the beginning of the vacation is developed by the specialists of the personnel department and approved by the general director.

4.5 Based on the vacation schedule, an order is issued to grant leave to the employee.

4.6 The order to grant leave is drawn up according to the unified form No. T-6, approved by the Decree of the State Statistics Committee of the Russian Federation dated 05.01.2004 No. 1 "On the unified form of primary documentation for accounting for labor and its payment."

4.7 Information on the provision of leave to an employee is entered by a specialist in the personnel department in his personal card.

4.8 On the basis of the order to grant leave, a time sheet is filled out.

5. The procedure for processing the transfer of an employee

There are the following types of transfers to another job

transfer to work in the same organization at the initiative of the employer
translation into permanent job to another organization
transfer to another locality together with the organization

5.1 All transfers are allowed only with the written consent of the employee.

5.2 The employer has the right to transfer the employee for a period of up to one month to work not stipulated by the employment contract in case of production necessity.

5.3 It is not a transfer to another job and requires the consent of the employee to move him in the same organization to another workplace, other structural subdivision the same organization in the same locality, if this does not entail a change labor function and changes essential conditions labor contract.

5.4 An application for transfer to another job is the employee's written consent to the transfer. The application is written in one copy.

5.5 Visas of managers are affixed to the application.

5.6 An employee of the personnel department issues an order (instruction) on the transfer of an employee. The order is announced to the employee against receipt. The original order remains in the custody of the personnel department.