Translation due to operational necessity order. Assignment of duties in connection with the production need

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Closed Joint-Stock Company"April"
CJSC "April"

ORDER

About changing the surname in accounting documents
In connection with the marriage of the economist of the planning and economic department Sukhova P.P. and change of surname to Ilyina, -

I ORDER:

1. Until March 05, 2009, in all accounting documents of ZAO April, change the surname of the economist of the planning and economic department Sukhova Polina Pavlovna to the surname of Ilyin.
2. Bring this order to the attention of the accounting department in order to make changes to the personal account of Sukhova (Ilyina) and settlement documents.

Base: personal statement of Sukhova P.P., a copy of the marriage certificate dated February 15, 2009 No. 445788123, passport 64 55 No. 123889.
CEO Olkhovsky R.I. Olkhovsky

legal adviser Mironov O.I. Mironov
26.02.2009

Chief Accountant Sheveleva I.Yu. Sheveleva
26.02.2009

Head of Human Resources Petrova A.M. Petrova
26.02.2009

OJSC "Mayak"

ORDER

On the appointment of the commission.

In connection with the completion of the installation and adjustment of the video surveillance system,

I ORDER:

1. Appoint an inventory commission to check the availability and installation of property and equipment of the video surveillance system in the following composition:
Chairman of the Commission - Deputy Director Safonov Yu.V.;

members of the commission - senior administrator Sobolev N.I.,
system administrator Shishkin A.A.,
storekeeper Kotkova M.V.

2. Conduct a complete inventory of video equipment by February 20, 2009.
3. Leading specialist in electronic and technical support Shcherbakov Yu.I. provide acts of installation of video equipment with diagrams attached.
4. Report the results of the check by an act by February 25, 2009.
CEO Stupina M.Yu. Stupina

Acquainted with the order:
Signatures of the persons indicated in the order

Closed joint-stock company "Parus"
CJSC Parus

ORDER

On the performance of duties of a temporarily absent employee

In order to replace a temporarily absent employee - senior merchandiser of the sales department Vlasova O.D., who is on maternity leave, in accordance with Articles 602 and 151 of the Labor Code of the Russian Federation,

I ORDER:

1. From February 19, 2009, until the start of work, Vlasova O.D. the temporary performance of her duties, according to the job description of the senior merchandiser, is assigned to the merchandiser of the same department Tokareva Lyudmila Alekseevna with her written consent.
2. Establish that the duties of the temporarily absent employee Tokareva L.A. will perform within his working hours along with his main job.
3. Install Tokareva L.A. additional payment for temporary replacement in the amount of 5,000 (five thousand) rubles.
4. Notify Tokareva L.A. that in case of early refusal from additional work she should warn about it CEO V writing no later than three business days.
5. To impose control over the execution of this order on the head of the department
personnel Borovikova A.Yu.

Base: additional agreement to the employment contract dated March 01, 2004 No. 10.
Application: job description senior merchandiser

CEO Malinovsky S.N. Malinovsky

Head of Human Resources Borovikov A.Yu. Borovikov
12.02.2009

Chief Accountant Kosarev G.I. Kosarev
12.02.2009

Familiarized with the order: Tokarev L.A. Tokarev
12.02.2009

Open Joint Stock Company "Tourist"
JSC "Tourist"

ORDER

About the recall from vacation Goncharova I.M.

Due to the need for the presence of an interpreter Goncharova I.M. during
partner visit of representatives of the company Rivera.ltd from the UK

I ORDER:

1. To recall translator Goncharova Irina Mikhailovna from vacation for a period from March 25
through March 27, 2009 inclusive.
2. Provide Goncharova I.M. unused part of the vacation three calendar
day at any time convenient for her or, at her request, to add to the vacation for the next working year.
3. In connection with the recall from vacation, enter the necessary information into the vacation schedule from
December 13, 2008 No. 1 and in the time sheet for the month of March 2009
4. To impose control over the execution of this order on the head of the department
personnel Ustinov E.E.

Base: notification of Goncharova I.M. on recall from vacation with her written consent dated March 12, 2009 No. 11.

CEO Vorobyov A.V. Vorobyov

Head of Human Resources Ustinov HER. Ustinov 20.03.2009

Familiarized with the order:
Goncharova I.M. Goncharova

OPTION
Open Joint Stock Company "Maria"
JSC "Maria"

ORDER

On the transfer of an employee to another structural unit

In order to evenly distribute the workload of employees and in connection with the receipt of a large order for the manufacture of car covers from CJSC Cruise

I ORDER:

1. Move the cutter of shop No. 1 Petrakov Marina Fedorovna to shop No. 2 without changing labor function for the duration of the order.
2. To acquaint M.F. Petrakov with this order. under painting.

CEO Stupina M.Yu. Stupina

Personnel Inspector Romanova L.B. Romanova
05.02.2009

Acquainted with the order:
_______________ M.F. Petrakova

(JSC Mayak)
ORDER
March 19, 2009 No. 17-l/s
Moscow
About granting another day of rest
Paramonov E.R. in connection with the return from a business trip on a day off
Due to the fact that the leading engineer of the experimental design department Paramonov E.R. returned from a business trip from Vesna LLC (Yekaterinburg) on ​​a day off (Saturday, March 17, 2009 at 14:30),
I ORDER:
1. Provide Paramonov Evgeny Romanovich instead of March 17 with another day of rest (day off) during the month of March 2009 on any working day at the choice of the employee.
2. In this regard, enter the necessary information in the time sheet for the month of March 2009.
3. To impose control over the execution of this order on the head of the personnel department Slavina D.I.
Base: travel certificate dated 03/12/2009 No. 21 with a mark of departure from 000 "Spring" on 03/17/2009, an air ticket "Yekaterinburg-Moscow" with a mark of arrival in Moscow on 03/17/2009 at 14:30.
CEO Taranov L.Yu. Taranov
Head of Human Resources Slavina DI. Slavina
19.03.2009

Acquainted with the order:
Paramonov E.R. Paramonov
19.03.2009

Open Joint Stock Company "Mayak"
(JSC Mayak)
ORDER
February 21, 2010 No. 17-l
Samara
On making changes to the organizational structure, number of employees and staffing enterprises
In order to improve the organizational structure, optimize the size of the organization, -
I ORDER:
1. Starting from 01.06.2010 in OJSC "Mayak" create a department of organizational, legal and contract work on the basis of organizational, legal departments and a group for working with customers and contractors. Establish the maximum number of members of the department of organizational, legal and contractual work for 2010 - 32 positions, including:
1.1. Management Administration - 2 staff units.
1.2. Organizational department - 10 staff units.
1.3. Legal Department-10 staff units.
1.4. Department of contract work - 10 staff units.
2. To the head of the personnel department by 03/01/2010 in cooperation with the chairman attestation commission organizations to submit proposals for the movement of workers specified in paragraph 1, structural divisions, their additional staffing, as well as candidates for the positions of the head of the department and his deputy. invert Special attention to respect the rule of law when considering issues related to the movement and, in particular, the dismissal of workers whose positions in connection with the specified organizational changes are subject to reduction.
Until 04/01/2010, in cooperation with the Deputy General Director for Management and the Chief Accountant, ensure that the necessary changes are made to the current organizational structure, number of employees and staffing of Mayak OJSC.
3. To put into effect from 01.06.2010 the revised organizational structure, number of employees and staffing of the enterprise (drafts of the relevant documents are presented in Annexes No. 1-3 to this Order).
4. To impose control over the execution of this Order on the Deputy General Director of the organization.
Appendix: according to the text, on 8 sheets.
Director personal signature A. A. Agafonov
legal adviser personal signature E. V. Kashina
Head of Human Resources personal signature D. E. Zhukova

Order on approval of the vacation schedule and business trip plan for employees of the enterprise. Open Joint Stock Company "Mayak"
ORDER
December 17, 2010 No. 123-l
Samara
On approval of the vacation schedule and business trip plan for the company's employees for 2011.
For the purpose of proper organization of work on the provision of annual paid holidays to employees of the enterprise, their sending on business trips, -
I ORDER:
1. Approve the vacation schedule for employees of Mayak OJSC for 2011 (Appendix No. 1 to this Order).
2. Approve the business trip plan of the organization's employees for 2011 (Appendix No. 2 to this Order).
3. The head of the personnel department, in cooperation with the head of the office, until 12/30/2010, ensure the preparation of extracts from those specified in paragraphs. 1 and 2 of this Order and promptly bringing them to the attention of the heads of structural divisions against signature.
4. Heads of structural subdivisions to bring to the attention of subordinates (as far as they are concerned) the terms for the provision of regular paid holidays, assignments on business trips for 2011.
Proposals and requests for amendments to the vacation schedules and the travel plan approved for 2011 by this Order should be sent in exceptional cases to the head of the personnel department no later than 5 working days before the planned date of granting leave or sending on a business trip, and in urgent cases - immediately. Have a reserve of employees in the subdivisions to be sent on business trips to replace the sick, retired, etc.
5. To impose control over the execution of this Order on the deputy director of the organization.
Appendix: according to the text, on 4 sheets.
Director personal signature A. A. Agafonov
legal adviser personal signature E. V. Kashina
Head of Human Resources personal signature D. E. Zhukova

Option

Order on the preparation of fire fighting measures

Open Joint Stock Company "Mayak"
ORDER

Samara
On additional measures to ensure fire-safe conditions for the operation of facilities, buildings and structures of Mayak OJSC in summer period 2010

In connection with the onset of the summer period, in order to ensure fire-safe operating conditions for facilities, buildings and structures of Mayak OJSC in accordance with the Rules of the Fire and technical security V Russian Federation(PPB-01-93), -
I ORDER:
1. The Deputy Director for Administrative, Economic and Logistics Support shall take additional measures to create and maintain fire-safe conditions for the operation of the organization's facilities, buildings and structures in the coming summer period. The list of measures should be reflected in the draft plan, which, after agreement with the interested parties, should be submitted to me for approval by 06/01/2010.
2. Appoint officials responsible for ensuring fire-safe operating conditions for facilities, buildings and structures of Mayak OJSC in accordance with the attached scheme for securing the territory of the enterprise (Appendix No. 1 to this Order).
3. Officials, named in Appendix No. 1 to this Order, until 06/01/2010, within the areas of assigned territories, determine by their authority those responsible for ensuring fire-safe operating conditions in each working room and in the auxiliary (technical, economic, etc.) territory adjacent to them. Keep lists of those responsible in workbooks in the form specified in Appendix No. 2 to this Order.
Responsible for ensuring fire-safe operating conditions in the working premises and in the auxiliary territory adjacent to them:
3.1. Place on information boards evacuation schemes in case of fire, layouts of fire extinguishing equipment, lists of fire brigades, instructions on how to proceed in case of fire, telephone numbers for calling the fire brigade.
3.2. To have in working premises (in the auxiliary territory adjacent to them) serviceable fire extinguishing equipment, complete first-aid kits, bags for carrying documents, fireproof covers (casings) for sheltering especially valuable property and equipment.
3.3. Until 06/05/2010, conduct 2-hour instructive and methodological and practical lessons with employees performing their duties in the relevant working premises and (or) in the auxiliary territory adjacent to them. During the classes, work out the procedure for evacuation in case of fire, explain the rules for the use of fire extinguishing equipment, determine the routes for the removal and storage of evacuated documents, property, equipment.
4. To the head of the emergency fire brigade of the enterprise:
4.1. Until 05/25/2010, check and put in readiness for use in case of fire all available fire extinguishing equipment, fire and fire alarm systems, if necessary, submit an application to the Deputy Director for ACMTO for resupplying the specified means in the form specified in Appendix No. 3 to this Order.
4.2. In the period from 25.05 to 05.10.2010, ensure effective, systematic monitoring of the serviceability of automatic fire protection systems, the maintenance of the fire water supply system in proper condition, the availability and condition of primary fire extinguishing equipment, evacuation routes and compliance with the fire regime at the facilities, in buildings and structures of the enterprise.
4.3. Until 06/01/2010, check the availability and, if necessary, place appropriate signs on the doors of the main and emergency exits, as well as signs with the names of those responsible for fire safety in each working room (based on data received from the heads of structural divisions).
4.4. Until 06/05/2010, conduct a 4-hour unscheduled training session with the emergency fire brigade. During the training, practically work out the main issues of the most effective use of fire extinguishing agents, as well as the procedure for interacting with the city fire brigade.
5. The Secretariat, in cooperation with the heads of structural subdivisions, by 05.06.2010 shall ensure the distribution among the employees of Mayak OJSC of the attached Leaflet on fire safety measures (Appendix No. 4 to this Order).
6. For the period from 25.05 to 05.10.2010, it is strictly forbidden in the working premises and in the auxiliary territory adjacent to them:
6.1. Smoking, except for the places specified in Appendix No. 5 to this Order.
6.2. Use of open fire.
6.3. Use of faulty heating, lighting and other electrical appliances (including kettles, microwave ovens, boilers, etc.).
6.4. Production of welding and other similar works without the appropriate permission of the chief engineer and head of the emergency fire brigade.
6.5. Obstruction of exits from working premises and evacuation routes.
6.6. Improper use of fire extinguishers.
7. The heads of structural divisions personally and through their subordinates daily monitor compliance with fire-safe operating conditions within the assigned territory. Record the results of the control in workbooks in the form specified in Appendix No. 6 to this Order.
Those guilty of violating fire safety operating conditions shall be held accountable by their authorities, and in case of repeated violations- to represent the perpetrators to prosecution by the authorities of the senior chiefs.
8. Control over the execution of this Order shall be entrusted to the Deputy Director for ACMTO.
Appendix: according to the text, on 24 sheets.
Director personal signature A. A. Agafonov
Legal adviser personal signature E.V. Kashina
Head of the personnel department personal signature D. E. Zhukov

Option

Order on the organization of control over the execution of documents

Open Joint Stock Company "Mayak"
ORDER

Samara
On additional measures to organize control over the execution of enterprise documents

In order to improve the documentation support for the management of Mayak OJSC, -
I ORDER:
1. The Deputy Director for General Affairs, in cooperation with the head of the office, by August 15, 2010, develop and, in agreement with the interested parties, submit to me for approval a draft plan of additional measures aimed at optimizing the system for monitoring the execution of documents in the organization. When developing a draft plan, be guided by the provisions of the Intersectoral aggregated time standards for work on the DOW (Ministry of Labor of the Russian Federation, 1995), standard instruction office work (approved by order of the Ministry of Culture of the Russian Federation of November 08, 2005 No. 536), methodological recommendations VNIIDAD (2007).
The draft plan should include:
1.1. Measures to improve the efficiency of the system for monitoring the execution of documents of the organization.
1.2. Activities for additional vocational training employees of Mayak OJSC responsible for monitoring the execution of documents.
1.3. Measures for logistical, financial and other types of support for the proper functioning of the system for monitoring the execution of documents.
1.4. Development of Instructions for monitoring the execution of documents in structural divisions.
1.5. Development of instructions for employees responsible for organizing systematic control over the execution of documents (instead of the current one), paying special attention to the set of actions that ensure the timely, complete and high-quality execution of documents or the actions prescribed by them.
2. Control over the execution of this Order shall be entrusted to the Deputy Director for General Affairs.
Director personal signature A. A. Agafonov
legal adviser personal signature E. V. Kashina

IN production activities there are unforeseen circumstances, the employee has to be called to work. To do this, it is necessary to prepare an order of production necessity.

Based on the requirements of labor legislation, the employer has the right to transfer employees for up to 30 days to another job that is not specified in labor agreement. It is not necessary to agree this circumstance with the employee. Coordination is required only if the employee is transferred to a position where the salary on the pay scale is lower than he currently has.

Cases of production need

Transfer to another job is carried out if:

• there have been situations associated with negative natural phenomena or man-made accidents;
• fires or outbreaks have occurred;
• there were earthquakes;
• there were epidemics, famine.

These situations become causes of threat to life or health. The forces of employees will be directed to the elimination of the causes that contributed to the incident.

The concept of "" means that managers, by order, leave the employee at work over the set time or call from vacation:

1. If the work that has been started needs to be completed urgently.
2. When an employee performing an important task falls ill or is absent for objective reasons.
3. When it is required to participate in the liquidation of emergency or emergency situations.
4. To restore lost or damaged property.
5. Other unforeseen situations.

If a replacement of an employee who is absent is required, then the administrative document is drawn up in full for the entire period of absence.

When it is impossible to call from vacation and involve in connection with the production need

An employee cannot be called from vacation to work if necessary production tasks, If:

• the employee is ill and is on sick leave;
• is away from home.

It is impossible to involve in the performance of other tasks for a period of more than a month, this is a violation of the legislative framework. Refusal of an employee writing from leaving the vacation will not be the reason, the head has no right to punish him.

Not all employees can be asked to work overtime and be called back from vacation if necessary.

These include:

• women with children under the age of three;
• persons under the age of 18;
• workers employed in hazardous and hazardous industries.

This list can be expanded on the basis of the regulations developed at the enterprise.

How to call from vacation

At the legislative level, the reasons for calling employees from vacations have not been established. The reason can only be a production need, that is, this is the time when the manager needs the employee to do this work.

How to make a call from vacation

In the enterprise, you can paint a list of similar situations that determine the call of an employee as necessary to complete production tasks. But with all this, all employers need to remember that it is impossible to call an employee from vacation or force him to work overtime without his consent.

1. Indicate the reason for the withdrawal from the prescribed vacation. For these purposes, you need to prepare a memo, the document is prepared by the immediate supervisor or his authorized representative.
2. The employee must write consent in writing.
3. The employer is required to issue an administrative document.

The form of the order is not unified, therefore it can be executed in any format. In the employee’s personal card, it should be noted when he left the vacation and how many days he needs to take time off.

How is the transfer to another position secured?

As noted earlier, the concept of production necessity is the replacement of an absent employee in order to perform urgent production tasks. Although there is no such message in the labor legislation, in practice it exists.

The administration of the enterprise has the right to transfer an employee to another job without the latter's consent to these actions. The term of the transfer is one month and no more.

Reasons can be justified as follows:

1. The occurrence of an unforeseen situation, such as a fire, a fire or the destruction of buildings, or technical devices.
2. Production downtime. Suspension of production for significant reasons.
3. Prevention of damage to the property of the employer caused by unforeseen circumstances.

But, in spite of everything, it is required in such cases to issue an administrative document, the employee must be familiarized with a personal signature. If the employee replaces the temporarily absent, then he remains for the entire period until the colleague leaves for work.

How to arrange a transfer of an employee, see this story:

Order of production necessity: how to issue

The administrative document on the recall of an employee from vacation due to production needs is drawn up on the letterhead of the organization. In the upper left corner, the number and date of the document are indicated, as well as the subject, for example, "about recall from vacation."

Next, comes the narrative part of the order, that is, it briefly describes the reason why the employee must be called back from vacation. For example: "In connection with the production need to fulfill the state defense order, for the period from 06/01/2015 to 06/10/2015."

In the center below is written the word: "I order."

After that, the administrative part of the document is signed:

• withdraw the lead test engineer Sukrev N.A. from the planned vacation;
• accountant Pirova K.A. recalculate employee vacation accruals;
• to the head of the BTZ Bashkova E.L. make a change in the report card and put the appropriate deviations;
• control over the execution of the Order is assigned to the head of the service P.A. Rugeva.

If involved in overtime work

Work in excess of the established standard of time and is. The employee performs such functions at the initiative of the manager. The labor activity of the employee is carried out after the expiration of the hours worked, as well as above the total number of working hours for the accounting period.

When is it possible to apply for overtime work

The list of cases when the employer has the right to involve in overtime work:

1. If there is a need to complete the work that was previously started. The fact is that the further technological process depends on the performance of this work, and if it is not completed, it will affect the well-being of the enterprise as a whole, and may also cause loss or damage to the property of the employer and it is possible that this threatens the health and life of workers or third parties.
2. If it is necessary to repair technical devices and their mechanisms, since their malfunction can provoke cases of shutdown of the entire enterprise, which subsequently will cause an emergency or emergency.
3. If according to technological process a work schedule is set, and in cases where the shift did not appear, his colleague must remain at the workplace.

This list can be expanded, as different circumstances arise when performing production tasks.

When Not to Ask for Consent

The employer has the right to involve the employee in overtime work without the consent of the latter, if the following circumstances arise:

• when it is necessary to eliminate the consequences of an emergency, as well as an emergency, so that the created situation does not entail a threat to the health and life of people;
• if it is necessary to eliminate a possible unfavorable situation associated with a disruption in the life of the population, namely, insufficient energy supply, heat and water supply, gas supply;
• in the event of military conflicts, the threat of man-made accidents, the occurrence of fires, earthquakes, epidemics and other factors.

In all other cases, the consent of the employees is required, as well as the opinion of the trade union.

It is important for the employer to remember that total duration overtime work must not exceed half work shift or four hours in two shifts, and must not go beyond the limit of 120 hours per year. Accounting for hours worked should be provided by personnel.

Ideally, in order to perform the work required by production needs, organizational structure it is recommended to issue the Regulation and approve it as an administrative document so that everyone possible nuances were specified in it, so it will be easier to figure out what to do in this or that case.

Watch this video to learn how to apply for overtime notice:

Question form, write your

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According to Art. 33 of the Labor Code, in the event of a production need, the employer has the right to transfer the employee to an unconditional employment contract work (in another profession, specialty, qualification, position), as well as to work for another employer.

The need for a given employer to prevent a catastrophe, industrial accident or immediately eliminate their consequences or the consequences of a natural disaster, prevent accidents, downtime, destruction or damage to the property of the employer or other property and in other exceptional cases is recognized as a production necessity. A transfer is allowed in the order of production necessity to replace an absent employee.

The specified list of circumstances of production necessity is approximate. It can be expanded both independently by the employer and by a collective agreement, agreement on one condition (like those directly listed in the Labor Code): such cases must be exceptional for this employer.

Judicial practice refers to exceptional cases as extraordinary, unforeseen situations that can lead to very significant negative consequences for the employer.

In the presence of such circumstances, the employer has the right, but is not obliged to make a transfer due to operational necessity.

Temporary transfer due to operational necessity is made without the consent of the employee for a period of up to one month. By agreement of the parties, the term of such a transfer may be extended. According to Art. 33 TC temporary transfer in connection with the production need to replace a temporarily absent employee cannot exceed one month within calendar year(from January 1 to December 31).

In connection with the production need, an employee can be transferred to any job, including a less qualified one.

Transfer due to production needs to another location is allowed only with the consent of the employee.

Part 5 Art. 33 of the Labor Code regulated the issues of remuneration for translations in connection with production needs. In particular, remuneration is made according to the work performed, but not lower than the average earnings for the previous job.

The wording of transfer orders due to production needs:

I option

Ivanov Petr Andreevich, a carpenter of the economic group, due to the production need to transfer on January 15, 2008 for a period of one month as an auxiliary worker to eliminate the consequences of a production accident with wages for the work performed, but not lower than the average earnings for the previous job.

II option

Ivanov Petr Andreevich, senior salesperson, due to operational necessity, on January 15, 2008, was transferred for a period of one month to the position of a cashier to replace Maria Zakharovna Petrova, who is in labor leave, with remuneration for the work performed, but not lower than the average earnings for the previous job.

Reason: art. 33 of the Labor Code of the Republic of Belarus

Recording in work book not produced.

Where to buy LED lamps Nizhny Novgorod

going to work on weekends, holidays may occur due to operational necessity, urgent repairs or performance job assignment, which is complex. Thus, the Labor Code of the Russian Federation provides for the possibility of calling an employee under the strict condition of consent on his part. In this article, you will learn about all aspects of working on weekends, holidays or night hours. In addition, the reader has the opportunity to see a sample reflecting the order to work on weekends and get acquainted with other documentation relevant to the current topic. General information Today, work on holidays and weekends for most structures is nothing more than a production necessity.

How to properly issue an order to go to work on a day off?

In addition, the direct presence of a self-written application for an additional day of rest will make it possible to prevent the occurrence controversial situations and will serve as confirmation of the fact that the employee has chosen this type of compensation. Legislation also does not prescribe a procedure when it is the employer who must provide the employee with a day of rest on account of the day off worked.

If a citizen independently took a day off without agreeing this moment and not notifying the employer in advance, such behavior can be considered absenteeism, which belongs to the category of malicious violations of labor discipline. With payment Regarding the amount monetary compensation, it must be borne in mind that it is determined by the form of remuneration of a particular employee.

For example, for workers on piecework wages, compensation should be paid in an amount not less than twice the piecework rate.

Sample order for working on a day off

Attention

It must be taken into account that the seconded specialists work according to the schedule of the organization in which they came to perform their official duties. This schedule may not coincide with non-working holidays and weekends at the place of the main permanent job.

If a day off is set at the enterprise where the employee is sent, the seconded person is forced to rest even if this time is considered working at the place of permanent main work. If you go to work on a day off on your own initiative, this day is not subject to payment.
Note! If the employee is seconded to perform official duties on non-working holidays or weekends, it is subject to general rules. The head of the organization issues an order, receives written consent from the employee. Upon returning from a business trip, other days of rest are provided or work is paid at a double rate.

Congratulate!

Info

At the same time, there are no legislative deadlines for notifying employees, therefore, in fact, the employer can even report such a production need the day before the day off, when the employee needs to go to work. workplace. The text of the order can be posted in the office or sent to corporate mail, it is also possible to acquaint employees with personal signatures.

Such a notification is necessary so that the employee knows about the fact of going to work, as well as that before the holiday the working day is reduced by one hour. The legislative framework In accordance with Art. 113 of the Labor Code of the Russian Federation, it is prohibited to engage in labor activity on weekends and holidays.

If the employer needs people to go to work on a day off, each of them must write a written consent. Form given consent is not regulated, therefore, the personal signature of the employee in the administrative document is allowed.

An employee's day off due to production needs.

In addition, it is the presence of consent in writing on the part of the employee to receive additional rest one way or another will make it possible to avoid possible disputes and disagreements with the employee in the future, as well as confirm the fact that he has chosen this particular type of compensation. It is important to note that in the current labor legislation of the Russian Federation there is no strict indication of when the employer must provide the employee with a day of rest.

That is why the latter has the right to request absolutely any day at its own discretion. In the event that an employee decides to quit, but work on a holiday or day off remains uncompensated for him with an additional day of rest or in material terms, then monetary compensation should be sent to him.

Order to work on a day off

These include fire, flood, famine, earthquake, epidemic or epizootic. In addition to the above circumstances, it is necessary to pay attention to other cases that in one way or another endanger normal living conditions or directly the life of society (its part). It should be added that the procedure for engaging in work on weekends and holidays in this case is regulated by paragraphs 1-3 of the third part of Article 113 of the Russian Labor Code. Useful services and additional information When is it legally possible overtime work on a day off? Today you can find out which day in the current 2017 is a holiday, weekend or shortened, there is an opportunity in production calendar. It is through it that you can get hold of information about the norm of working hours per quarter, month or week, subject to different lengths of the working week.

Sample order for work on a day off

Help Work on a weekend or non-working holiday can be carried out:

1. in case of emergency situations;
2. in connection with the need to eliminate the consequences of emergencies, breakdowns, natural disasters, accidents, etc.;
3. according to operational necessity, if there are problems or unforeseen situations that require emergency resolution.

Note! If it is necessary to eliminate emergency situations or to prevent them, the employer has the right to involve employees in work without written consent. To solve problems or unforeseen situations in the organization, the employee must obtain written consent to perform job duties on a weekend or non-working holiday.

Employers should be aware of how to competently and legally correctly draw up and approve an order to work on a day off if there is such a need for people to go to work at odd hours. Labor legislation implies strict observance of certain conditions in such situations, which we will discuss in the article. Consider what a sample order for working on a day off in 2018 looks like, what should be the structure of the document, who signs it, and what nuances may arise. Highlights In this section, we will consider the basic concepts and purpose of the document, in which situations it is allowed to publish it and involve employees in the work.
We will also look into the legislative nuances of regulating the issue in order to know in what situations it is allowed to call a citizen on a day off with or without consent.

Order to work on weekends due to production needs

The order must contain the following information:

• significant grounds for calling employees;
• the time required to complete the work (duration of the working day, breaks for lunch or rest, their number and duration);
• Name and position of the employees involved in the work;
• tasks (for accountants, personnel officers).

Who signs the order It is necessary to notify the citizen in advance of the need to go to work on a day off, this task is usually performed by employees personnel department. The notice must state that the employee has the right to refuse to work on a legal holiday.

When signing the notice, it is understood that the employee agrees to go to the workplace. After receiving the signed consents, the management issues an order to go to work on the day off.

The order must bear the personal signature of the director and the wet seal of the enterprise.
Kopytov; b) in single size following employees: - electrician linear structures telephone communication and radiofication of the 4th category S.V. Bykov. 3. To provide the electrician of linear telephone communication and radio installations of the 4th category S.V.

Bykov unpaid rest day 11/12/2012. 4. To impose control over the execution of the order on the Deputy Director for Human Resources D.A. Kharitonov. Grounds: - notices of attraction to work on a non-working holiday dated 03.11.2012 N 15, 16, 17; - statement by S.V.

Bykov dated 11/03/2012 on granting another day of rest. Director M.N. Okulov The following persons were familiarized with the order: Electrician for the maintenance of electrical installations of the 5th category S.P.

Gazmanov, 11/03/2012 Electrician of linear telephone communication and radio installations of the 4th category S.V. Bykov, 03.11.2012 5th category cable welder R.A.

• prevention of emergencies;
• accident prevention;
• elimination of consequences of natural disasters;
• prevention or elimination of the consequences of disasters;
• other reasons why labor law Allows you to work on non-working holidays or weekends

Work time

• The order indicates the length of the working day;
• the time allotted for eating;
• rest break time

Full name, position of employees involved in the performance of labor duties

• Types and amount of compensation

Orders and tasks

• For workers;
• accounting;
• personnel service
• employees

In addition to the order to bring weekends to work, the written consent of the employee will be required to interrupt the rest and leave on a non-working day.
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Cancel vacation for legislative norms it is impossible, but to transfer it to another time is quite within the power of both the employee himself and the employer.

The transfer must be formalized, namely by submitting an application and then issuing an order.

If the application is a fairly simple document that does not require official letterhead, then the order to cancel the vacation requires taking into account many nuances. Among other things, in some cases, the issuance of a cancellation order is required.

Let's figure out how this document is drawn up and on what grounds it can be published.

Most often, the employer justifies any cancellations and coercions with production necessity. This is due to the fact that legally another reason is not permissible for changing the plans of an employee, and even more so for postponing his days off or vacation.

What is a production need? It is not possible to find an answer to this question in the Labor Code, since this concept was abolished from the Labor Code. In others normative documents Also, there is no official explanation of this concept.

In the Labor Code of the Russian Federation, this term is mentioned in connection with:

1. Transfer of a person temporarily to another place of work.
2. Appointment of overtime work.
3. A call to the workplace on legal weekends or even.
4. Vacation reviews.

The vagueness of the concept leads to frequent abuses of this term, even when its use is not justified.

Production necessity can mean all the cases listed in Articles 99 and 113 of the Labor Code of the Russian Federation, namely:

1. Work to prevent an emergency.
2. Elimination of the accident and its consequences.
3. Prevention of accidents or the threat of damage to company property.
4. Performing work that could not be completed at the set time due to unforeseen or even force majeure situations.
5. If you need urgent repair or restoration, some area or equipment.
6. An unscheduled no-show by an employee if the job requires continuity.

All these conditions can characterize the specified concept and cause a recall from vacation due to production needs.

Vacation transfer option

It is impossible for either party to cancel the vacation. The right to rest is constitutionally enshrined, but specified Labor Code. Article 114 of the Labor Code speaks of granting leave annually in without fail. Article 115 prescribes the period of such rest - at least 28 days.

Vacation periods are planned in advance in a special schedule.

No one can cancel this right, but it is quite possible to transfer it from one date to another. If the transfer of vacation occurs at the initiative of the employee, then he must write a statement in which he indicates not only the reason for such a decision, but also the desired dates for the new period. The leader can either fully agree with the request, or correct it.

But the transfer of vacation at the initiative of the employer is possible only in one case - if the employee himself expresses voluntary consent with such a decision. No operational need can affect the obligation of the employer to represent employees. Vacation cancellation can only be initiated if the employee has not yet gone on vacation. When an employee has been resting for some time, he can only be recalled from vacation, and then with his written consent. A written notice is used for revocation, and only then an order is issued on its basis.

Issuance of the order of the head

How to cancel a vacation order? To implement a canceling leave order, the following basic rules should be followed:

• Do not miss the deadline for the departure of an employee during the vacation period. Otherwise, you will first have to send him a notification with a reference to the production need, and only then recall him from rest.
• Discuss this possibility with the employee orally and obtain his voluntary consent to this procedure.
• Obtain a written application from the employee to postpone the vacation period. Transfer dates should be discussed in advance. In the application, the vacationer indicates the reason for such a decision, it can be expressed in standard phrases, without specifying details.
• Give the paper for approval to the head of the department where the employee works.
• Put on the form consent to the expressed request.
• Issue an order to cancel the previously agreed.
• If a vacation order was previously signed, then a separate paragraph should be mentioned in the new order about the cancellation of that document.
• Submit copies of documents to personnel service and accounting to correct the previously specified data.
• Familiarize the employee with the form for signature.

Based on this form, the personnel department must make changes to the vacation schedule. The schedule will not need to be redone, just the appropriate adjustments will be made. The accounting department should cancel the calculation of holiday compensation, and if it has already been transferred, then the money should be returned to the cashier. This can be done by holding wages, but not more than 20% of the amount of accruals. Also, the employee himself can voluntarily return the entire amount.

Obtaining employee consent

Cancellation of the order to exit in the next drop period, as already mentioned, is possible only with voluntary consent the vacationer himself. To obtain it, you must first talk with the employee and explain to him the need. As a rule, if the relationship between the parties is trusting, and the employee himself wants to continue to work in the organization, then it will not be difficult to reach a mutual agreement.

If the preliminary oral agreement is successful, then it must be followed by a written document.

Such a document is a statement from a vacationer. Since the application is drawn up on behalf of the employee himself, personal circumstances are most often indicated as the reason for the recall. But a reference to a production need may require additional confirmation and clarification, so it is not particularly practiced.

Form and content of the order

An order to cancel a previously approved vacation is written in an arbitrary order, that is, there is no special unified form for it.

The order must specify:

1. The legal name of the organization.
2. Document's name.
3. Form number.
4. Publication date.
5. Employee data, his last name, first name and patronymic, personnel number, the name of the unit in which he is registered, the position of the vacationer.
6. The decision to cancel the holiday with the date.
7. Indication of the period for which it was issued.