Order to combine teaching positions. Internal combination of positions: registration

Often employers need to redistribute personnel. This may be due to several causative factors.

Of course, in this case it is necessary write the order correctly related to combining positions. This is the most important skill that must be acquired by enterprise employees.

Normative base

According to Art. 60 of the Labor Code of the Russian Federation, regulates the possibility of combining several professions with one employee. This process can only be carried out with the written consent of the employee. At the same time, he may receive an assignment to perform not only the work specified in the contract, but also other obligations in his own or a third-party profession.

According to the legislative framework, for additional work additional payment is required. The law provides for several types of relationships in which an employee, in addition to his duties, performs the work of another employee.

Within the framework of the existing law, it can be noted several basic forms of legal relations, which are interrelated with additional employment.

In practice it is used special procedure for registering a part-time job.

Preliminary activities

The form of this document does not have clear restrictions within the framework of legislative acts, so in the process of drawing up the paper, each company has its own version of creating the document.

After the employee receives a proposal, he is required to agree or refuse. If the specifics of employment for additional responsibilities can be discussed in a personal meeting at the workplace, there is no need to create this proposal.

It also lies additional agreement. It must contain the conditions under which the work is provided on a part-time basis. First of all, it is important to indicate the fact that auxiliary work is performed with the written consent of the employee.

After this, information about the profession and position held is indicated. It is important to specify the scope of support functions and clarify details in advance. It is necessary to enter information about the fact that work was performed during regular working hours, as well as the validity period of the agreement. The amount of the surcharge is also indicated in the document.

Combining positions may involve expanding the service area or temporarily replacing an employee who is absent from work.

But it is precisely in the case of combining a vacant position with the main functions that the employer undertakes to formalize this position in the staffing table.

Obtaining consent from the employee

Documentation is being completed in a written form, with signatures, regulations and seals. The publication may be carried out on the basis of written assurance from the employee or employer.

As part of the application from the subordinate, there must be information about what position he wishes to occupy, as well as information about the absent colleague.

There is also another situation in which the employer formalizes memo related to the transfer of labor powers for a combined position to another employee. Next, the employee also draws up a consent and confirms it with a signature. Only after this the HR department begins to prepare the necessary papers.

Conclusion of an additional agreement to the Labor Code

An additional agreement must be drawn up in in writing, it must include following data:

• personal materials and detailed information about the employee;
• a type of auxiliary work activity (as already noted, this could simply be a combination of professions or temporarily fulfilling the duties of a colleague who is absent from the workplace);
• deadlines and time frames for additional execution. responsibilities;
• a list of auxiliary functions that will be performed;
• a reference to the fact that the employee agreed to combine positions.

The published document bears strictly legal nature and acts as the basis for starting the labor process. In the process of drawing up the paper, it is necessary to take into account several mandatory points:

• full name (full name) of the employee;
• the code that the order being compiled has;
• Company name;
• type of activity performed;
• job title;
• labor obligations and functions;
• remuneration rates and working hours;
• special working conditions, if necessary.

Sample order in a unified form

According to the regulations in force for this year, there is no unified form associated with combining positions. Therefore, personnel officers have several options for action.

1. Drawing up an order in free form, taking into account the necessary set of requirements and certain circumstances.
2. Finalization of a special form, which was approved within the framework of the State Statistics Committee. Typically, a type of T-1 document is taken as a sample, containing a set of additional parameters.
3. Use of “heritage” from the USSR. But it is important to take only those parts that do not contain contradictions with respect to current legal norms. In the Soviet Union, a uniform was used for personnel, which was called KP-152. When using this document, it must be approved in order for further use in the organization.

Additional payment for combination and its cancellation

According to Art. 151 of the Labor Code of the Russian Federation, the employer retains the obligation to make additional payments to employees if they perform their duties on a part-time basis.

The exact amount of the incentive is determined on the basis of agreement of the parties and is fixed within the framework of an additional agreement to the labor contract, as well as in an order.

There are also specific algorithm, on the basis of which the combination of positions is cancelled. It depends on the way the agreement and order are drawn up. If the papers indicate a certain period for which the employee will occupy a particular position, the cancellation is carried out automatically after the expiration of this period.

If the relationship is formed on an indefinite basis, you need to draw up appropriate cancellation order and indicate the reason.

Deadlines, signature and storage

Legal relations can traditionally be terminated due to the initiative of the employee or employer. In the first situation, the employee must submit an application, and in the second, the employer notifies the employee no later than 3 days before the end of the part-time job.

During this time period, the corresponding order, but its general template has not been approved, so the compilation is arbitrary.

Within the framework of the order, space must be left for the signatures of the parties involved - this is the employee who agreed to perform combined duties, and the employer.

In accordance with the law, the retention period for employee documentation plays an important role. Based on the Labor Code of the Russian Federation, the agreement must be sent to the employee’s personal file and remain there 75 years old.

Subtleties and nuances

Preparatory activities related to the execution of an order are always carried out by employees who work in the personnel department of the enterprise.

The manager must sign the appropriate employment form, and then the documentation is handed over to the interested employee so that he can put a signature on it indicating consent.

The paper can be prepared either on a separate sheet of paper in A4 format or on a standard form. Its form does not have a unified form, therefore it is adopted separately at a specific enterprise.

A completed order, signed by all authorized parties, acts as a legal basis for additional labor. If this document is missing, the design will be unfinished.

Summary of the above facts

According to the features described above, the order acts as key document, on the basis of which job reductions may occur.

The sequence of its compilation and the indication of specific data play an important role. Each employee who agrees to work part-time must have information about their rights in order to avoid unforeseen circumstances.

Everything about establishing a combination of positions is in this video.

An order to combine positions is a document documenting the performance by one employee of the functions of another. Employers resort to such paper in a number of cases so that one of the employees, in addition to his main activity, performs the duties of a colleague.

Do not confuse combination and part-time

Part-time work is a broader concept. It involves performing different tasks at different times. That is, the responsible employee works at one of the places and performs only one set of tasks. And then, when working hours are over, he begins to perform the duties of the next position. Moreover, if you have a part-time job, you can work in different organizations.

Another thing is combining positions. Here the prerequisite is one leader and one organization. It is also possible to switch at the same time, if necessary, from the functions of one employee to the functions of another.

Judging from the employee’s point of view, combining positions is much more convenient than part-time work. Another difference: the first is defined in the second paragraph of Art. 62, and the second - in Art. from 282 to 288 of the Labor Code of the Russian Federation.

In short, when an order is issued to combine positions, in most cases there is no talk of a significant increase in time spent at the workplace. Rather, what is meant here is an increase in the area of ​​responsibility of an individual employee. Of course, an increase in the amount of work should significantly affect the intensity of the employee’s duties.

In what cases are positions combined?

Most often, the employer resorts to this measure temporarily. If, for example, he wants to “wait” for the main employee to return from vacation and therefore sees no point in hiring a new one. Or there is no suitable candidate on the labor market, and an already hired employee wants to try himself in a new position.

Attention! The combination conditions are different. The only thing you should make sure of before signing the order is that the decision made will not affect the overall efficiency of the company.

Who might be suitable for combination?

An ordinary case is the combination of positions within the same category. But it happens that an employee with the same job descriptions and tasks wants to perform diametrically opposed ones. The law does not prohibit such a combination. The main thing is that the candidate meets the necessary requirements, including qualifications, medical ones, and has the necessary knowledge and skills or shows the potential for their development. Only extremely short-sighted managers agree to issue an order to combine positions for an unprepared employee.

Main components of an order

There is no special unified form for this kind of documents, since each organization has its own specifics. It must be taken into account in the content. However, there are data without mentioning which the order does not have proper legal force or can be challenged in court. These include:

• Full name of the organization. It should always be located at the top, in the middle of the sheet.
• Order number. It is then entered into the journal of orders on personnel matters.
• Date of acceptance (signing) of the document.
• The city in which the document is signed.
• Leader motivation. The formal style describes what prompted management to resort to combining several positions with one employee. It is advisable to draw up a separate order for each such person holding multiple positions.
• Link to Article 151 of the Labor Code. It talks about this right of the employer.

All this information relates to the basics, but is not directly related to what exactly is being accepted. The whole point is contained in several paragraphs of the order on combining positions. They must inform the reader about:

• Full name of the employee who assumes additional functions.
• The date the employee began combining positions.
• If available, end date. It may not be a date, but an event in connection with which such a combination is completed. For example, “until the appointment of a new secretary” or “until A.A. Ivanova returns from maternity leave.”
• Amount of additional payment for combination. Usually it is 40-50% of the salary.
• The one who is obliged to inform the employee that he combines someone else’s responsibilities.

At the very end of the order is the signature of the manager and the employee who accepts the fact of combining his position with someone else’s. Also, if there is a mention of the chief accountant, personnel officer or other specialists (if they are obliged to comply, take into account, inform, etc.), their signatures are also required.

Completely new responsibilities of the employee are described in the addendum to the employment contract. But if the combined position has any financial responsibility, then the employee taking the combined position is required to sign an agreement on full financial responsibility. A link to it may also be present in the order.

By law, either party has the right to terminate the combination by notifying the other in writing at least three business days in advance.

If the order refers to a newly hired employee for two positions at once, then the link below should not be to the additional agreement to the employment contract, but to the employment contract itself.

One person can hold any number of positions. Each organization decides on the distribution of official responsibilities independently.

The employer is required to pay extra for the combination. An exceptional situation is when the job description clearly states that the employee’s duties include performing the duties of a colleague. The amount of the additional payment is specified separately in the order on combining positions, is taxed and depends on the amount of work performed, as well as on other factors taken into account by the employer.

Compiling

Order on combining positions

The term is defined in Art. 60.2 Labor Code of the Russian Federation. It involves performing various additional work functions during official time:

1. An increase in the volume of work for the same position (for example, when one employee is absent, another with the same specialty also performs his duties).
2. Performing work for a temporarily absent colleague (for example, when the employee is on maternity leave).
3. Combination of positions or professions (in essence, these are identical concepts, but the first is more often used in relation to management and specialists, and the second - for working or technical areas).

The appointment must be accompanied by an order. An order to combine positions in one organization is issued by the director on the basis of the written consent of the employee and an additional agreement to the employment contract.

The order contains the following information:

1. Description of work.
2. The position that the employee will occupy (in accordance with the staffing table).
3. Work period - start and end date (for a fixed-term contract).
4. List of added responsibilities (or reference to regulations).
5. Agreed amounts of compensation (fixed or as a percentage of salary).

The difference between part-time and combination

These concepts differ according to the following criteria.

To publish a document you must:

1. Determine what type of work the employee will temporarily perform: regular work or requiring additional qualifications. For example, a teacher needs a medical book, a welder needs a special permit to work, etc. If such requirements exist, the employee must be checked for compliance.
2. Set deadlines. You can immediately indicate a specific period (from which date to which date) or just describe the situation (during the illness, etc.).
3. Obtain the employee’s consent (mandatory requirement of the law, Article 60.2 of the Labor Code of the Russian Federation).
4. Determine the amount of the additional payment (Article 151 of the Labor Code of the Russian Federation) and the way it will be established: in a fixed amount or as a percentage of the salary.

A sample order for additional payment for combining positions and the rules for filling it out are given below.

You can arrange it in any form in writing. The paper should record the will of the employee, his consent to perform additional work, its duration, content and volume. Here you need to focus only on the document flow rules adopted in a particular organization.

Examples of document formatting include the following:

• unilateral application by an employee addressed to the director of the organization;
• a bilateral agreement between an employee and the head of an enterprise to perform additional work;
• employee resolution “agree”, date and personal signature on the text of the employer’s proposal to perform certain duties.

When combining positions, this fact must be documented in an agreement. This paper acts as an addition to the agreement concluded between the employee and the director of the enterprise.

This document states:

1. Period of performance of duties.
2. Composition and scope of work.
3. Payment.

If there is an instruction that defines the responsibilities for the work performed, the employee must study it.

For performing such work, the administration pays the employee extra (Article 151 of the Labor Code of the Russian Federation). The amount of additional payment is established by agreement of the parties. When determining a specific amount, the content and scope of additional functions are taken into account.

An employee cannot begin to perform additional duties until an order to combine positions is issued. The issued order gives the legal right to begin performing additional labor functions. When drawing up the document, fill out the following items:

• Full name of the employee;
• document and enterprise code;
• name of company;
• type of activity on an additional basis;
• job title;
• labor functions;
• amount of remuneration and period of work;
• special conditions (if necessary).

The employee must be familiarized with this regulatory act against signature.

Sample order for combining positions, unified form

If an employee wants to stop working additionally, he must notify the organization no later than 3 working days in advance (Article 60.2 of the Labor Code of the Russian Federation). A similar rule applies to the employer. Below you will find a sample order for the removal of combined positions.

If the employee himself refuses the additional position, he needs to fill out an application that contains a request to cancel the corresponding additional agreement. It is drawn up in any form, the reasons do not play a role. The statement states:

• the date of its preparation;
• Full name to whom the document is addressed (director, direct supervisor, etc.);
• the request to cancel the agreement itself (as concisely and concisely as possible);
• applicant's signature.

If the head of the enterprise decides to terminate the procedure, he must notify the employee about this. It is also necessary to issue an appropriate order. The form of the document is not established by law; it can be drawn up arbitrarily.

Order on combining positions - sample for 2018

Order on combining positions - the 2018 sample must contain 5 mandatory elements and is published subject to a number of conditions. These nuances of the order on combining positions of the 2018 model are disclosed in this article.

Options for combining jobs and positions in an organization

Under the concept of “combination”, disclosed in Art. 60.2 of the Labor Code of the Russian Federation, a fairly large number of additional work functions performed during official time are covered:

• increasing the volume of work for the same position and specialization (for example, performing work for 2 similar positions in 1 department in the absence of a second employee);
• performing work for a temporarily absent colleague (for example, for an employee on maternity leave);
• combination of positions or professions (in essence, this is the same thing, but the term “profession9raquo; is more often used for working or technical areas, and “position9raquo;” for management and specialists).

Features of registration of combining positions (professions)

1. The possibility of combination must be documented.

To do this, several conditions must be met:

• a position with multiple functions must be included in the staffing table;
• this position should not be occupied by a full-time employee for whom it is the main one.

2. Written confirmation from the employee of consent to the additional workload is required.

There are 2 possible scenarios:

• the employee himself writes an application with a request to assign him additional functionality, and the manager endorses him, expressing his consent;
• the head of the department draws up a document imposing additional duties on the employee, the employee signs that he agrees.

3. An additional agreement to the employment contract with the employee must be drawn up, which will become an integral part of this contract. It must include the following items:

• about the type of additional workload (combining positions, increasing regular responsibilities, etc.);
• the terms for which the combination is established;
• a list of additional functions (or a link to the corresponding job description);
• if the employee wrote the application himself (according to the first scenario), information that the combination was assigned at the request of the employee;
• on the amount of compensation for additional workload.

4. Special conditions are drawn up in cases where additional functionality requires professional qualifications, permits and certifications. In this case you should:

• request from the employee additional documents confirming his right and ability to perform these types of work;
• include special requirements and information about their compliance in personnel documents.

Order on combining positions

The order for combination is the basis for the employee to begin working in additional functionality.

It is published subject to availability:

1. a document with the employee’s written consent;
2. agreements to the employment contract.

The order must necessarily contain the following information:

1. characteristics of the type of additional work;
2. specification of the position for which the combination is assigned (according to the staffing table);
3. start and end dates (if the contract is fixed-term) of the combined work;
4. description (list) of additional functionality (or reference to the regulatory document);
5. agreed amount of compensation (can be set either as a fixed amount for the period or as a percentage of the salary for the combined position).

Sample order on combining positions (according to the unified form KP-152)

The current regulations do not establish a unified form of order for combining positions.

The HR manager has several options:

• Draw up an order in free form, taking into account all requirements and circumstances.
• Finalize the form approved by Goskomstat (usually they take the T-1 form and include additional parameters in it).
• Take advantage of the legacy of the USSR (in those parts that do not contradict current laws). In addition to detailed instructions for registering combinations (which are mostly used now), in the USSR there was a form of order for personnel KP-152 for combining positions (professions). If such a form is used, it must be approved for use within the organization. To do this, the head of the organization places an approval stamp in the upper right corner of the document.

The proposed sample order for combination is drawn up according to the KP-152 form.

Order to transfer an employee to another job

The procedure for generating an order for transfer to another job is similar to the procedure used when registering a combination. The difference is that upon transfer, the employee’s previous responsibilities are removed. Accordingly, payment for new duties is assigned to the new position. Since there is no combination of functions for 2 jobs, there is no additional compensation.

In contrast to the combination order, for the transfer order there is a separate form T-5 “Order on the transfer of an employee to another job,” approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1.

The current Labor Code of the Russian Federation contains only general provisions regarding the registration of combining positions. To detail them, you can use the regulatory documents of the former USSR, which do not contradict the norms of the new laws:

• Resolution of the USSR Council of Ministers “On the procedure and conditions for combining professions (positions)” dated December 4, 1981 No. 1145;
• instructions of the All-Russian Central Council of Trade Unions, the Ministry of Finance of the USSR, the State Committee for Labor of the USSR “On the application of the resolution of December 4, 1981 No. 1145” dated May 14, 1982 No. 53-VL.

Combination of positions - legal grounds

Provisions of Art. 60.2 of the Labor Code of the Russian Federation gives the employer the right to attract workers to work on a part-time basis. Combination of positions, in accordance with the provisions of Art. 151 of the Labor Code of the Russian Federation is the performance by an employee of additional duties in parallel with the implementation of the main labor function. In addition, combination is recognized as the performance by an employee of the duties of a temporarily absent employee (for example, on vacation or sick leave), if the employee is not released from his main job during this time.

It is worth knowing that:

• to combine positions, the employee must have the necessary knowledge and skills that will allow him to properly solve the tasks assigned to him;
• Additional duties can be assigned to an employee only with his written consent;
• it is possible to combine positions only in one organization;
• performance of duties not provided for in the main employment contract must be paid.

It is also important to distinguish between the concepts of “combining positions” and “combining professions”: the first is applicable to specialists and civil servants, the second - to workers in blue-collar professions. Combining positions (professions), in turn, should be distinguished from internal part-time work, in which an employee performs additional labor functions under a separate employment contract outside of the main working hours.

Contents of the order on combining positions

The order on combining positions must determine the procedure for assigning duties to the employee, their performance and payment.

In addition, the order, regardless of the type, must contain:

• name of company;
• name of the document and its serial number;
• Full name of the employee who is assigned additional obligations;
• type of duties assigned to the employee;
• deadline for completing additional work;
• the amount of the assigned additional payment (determined in accordance with the provisions of Article 151 of the Labor Code of the Russian Federation, by agreement of the parties);
• signature of the head of the organization;
• the basis for issuing the order (a memo from the head of the department in which the employee works or an additional agreement to the employment contract concluded between the employee and the employer).

The completed order must be presented to the employee against his signature. According to the provisions of Art. 68 of the Labor Code of the Russian Federation, this must be done within 3 days from the date of approval of the document.

Is there a unified form of order on internal combination of professions or a sample approved by the legislator?

There is no unified form or sample order for combining positions, so the document is drawn up in any form. To prepare an order containing all the necessary details, you can use the following example:

JSC "NEON"

Order
on combining positions No. 514

Astrakhan, 03/14/2018

Don't know your rights?

I order:

1. Instruct the accountant of the accounting settlement group, K. N. Spiridonova, to perform the duties of an economist of the production and dispatch department in order to combine positions for the period of annual paid leave of the economist of the production and dispatch department, Eremkina A. P. from 03/19/2018 to 04/15/2018.
2. Establish an additional payment for K.N. Spiridonova for combining positions in the amount of 50% of the official salary of an economist in the production and dispatch department for the time actually worked.
3. Control over the implementation of this order is entrusted to the chief accountant E.I. Soldatkina.

Reason: memo from the head of the production and dispatch department S.P. Makarov dated 03/12/2018.

Agreed:

Head of PEO: (signature) /E. L. Petrovicheva/

Ch. accountant: (signature) /E. I. Soldatkina/

Legal Advisor: (signature) /R. D. Kalinkina/

Art. HR specialist: (signature) /A. R. Vergaskina/

Acquainted: (signature) /K. N. Spiridonova/

Form and sample order on combining positions

The sample order on internal combination of positions presented above cannot be used when an employee performs additional job duties in a part-time manner. In the case of part-time work, it is recommended to use the unified form No. T-1, established by order of the State Statistics Committee of the Russian Federation “On approval...” No. 1 of 01/05/2004.

You can download a sample order for part-time work, drawn up according to this form, on our website. The information in its fields can be easily replaced if necessary, so creating your own version based on it will not be difficult.

So, a combination order can be drawn up by the employer in any form, provided that certain information is included in the document. The employee must be familiar with the order assigning additional responsibilities to him upon signature. It is impossible to use a sample order for combining professions or positions when drawing up an order for a combination of jobs, since these methods of performing work that are not related to the main job function of the employee have fundamental differences.

During vacations, the employer may issue an order to combine positions (professions). Which, by the way, is essentially the same thing. In addition to vacation, an order to combine positions (professions) may be issued for other reasons. Organizational, in order to save resources, etc.

We are talking about a situation where an employer assigns the functions of another employee to one employee. Permanently or on a temporary basis. In the same profession, or in a different one.

Example of an order on combining positions (professions)

Limited Liability Company "Sfera"

Order No. 125

on combining positions (professions)

Due to the fact that assistant manager Margarita Sergeevna Kazantseva was on annual leave from August 15, 2021 to September 10, 2021 and on the basis of Art. 60.2, art. 151 of the Labor Code of the Russian Federation,

I ORDER:

1. Entrust the specialist of the office management department, Elena Anatolyevna Voronova, along with the work defined by employment contract No. 21-l dated 03/01/2019, to perform additional work during the established working day in order to combine positions (professions) by position: assistant manager, for a period from 15 August 2021 to September 10, 2021
2. Establish an additional payment for the specialist of the office management department, Elena Anatolyevna Voronova, for performing additional work in the position of assistant manager for the period specified in clause 1 of the order in the amount of 15,000 (fifteen thousand) rubles. 00 kop.
3. The chief accountant, Igor Sergeevich Subbotin, must ensure timely payment of the additional payment established by clause 2 of this order.
4. The head of the personnel department, Viktor Andreevich Samin, should familiarize the specialist of the production department, Elena Anatolyevna Voronova, with this order against signature.

Grounds: employee’s consent to combine positions (professions), No. 21-ld dated 08/10/2021.

Director Sviridov Sviridov V.S.

Chief Accountant Subbotin Subbotin I.S.

Head of HR Department Samin Samin V.A.

Office Department Specialist Voronova Voronova E.A.

Form of order for combining positions (professions)

In Soviet times, personnel workers used many standardized forms. And at present, “old-school” personnel officers insist on the use of special forms. Including for combining positions (professions) - form KP-152. But unlike, etc., form KP-152 “order on combining positions (professions)” was not approved by Goskomstat Resolution No. dated January 5, 2004. That is, she was born in the vastness of the USSR.

If the head of the organization insists on using the KP-152 form, it must be approved. The document form contains the corresponding stamp – “I approve”. And the form itself is not particularly different in content from the example we posted.

Grounds for issuing an order to combine positions (professions)

Briefly about combining: Article 60.2 of the Labor Code of the Russian Federation allows you to combine professions or positions, subject to the written consent of the employee. But even before the employer talks with the employee, he must determine. Does this employee have the right to perform a new job function? Maybe the legislator has special requirements for representatives of such professions? Availability of a medical book, experience in the specialty, special education, certification. And if an employee does not meet such requirements, he cannot be entrusted with work.

The employer, as part of the combination, may instruct the employee to:

• performing work for the same position, but on a larger scale. For example, the local doctor fell ill. His area is assigned to another doctor. The volume of work has increased, but in the same specialty.
• performing work in another position (profession). The employer must first check the requirements for such a position. And the employee has them.

Additional work is performed only by the employee. If we are talking about work outside of such hours, the employer hires the employee for. Remuneration and deadlines for performing additional duties are also established by agreement of the parties.

Important: the employee has the right to refuse to combine positions (professions).

Contents of the order on combining positions (professions)

The text of the document is developed by the employer himself. But in order to protect yourself from various types of lawsuits or lawsuits, use the following algorithm.

Before issuing an order to combine positions (professions), make sure you have the written consent of the employee. And enter into an additional agreement to the employment contract, in which the employer will establish the period of additional work and the amount for it.

The order itself is prepared indicating the name of the organization. Legal basis - Article 60.2 and 151 of the Labor Code of the Russian Federation. The author of the order must indicate what exactly is entrusted to the employee. This is either a specific position or a description of the scope of work and functionality. Next, indicate the timing of additional work (start and finish). And the amount of additional remuneration (fixed amount or percentage of salary).

The employer has the right to cancel the order to combine positions (professions) ahead of schedule by notifying the employee 3 working days in advance.

An order on internal part-time work is issued at enterprises in cases where one of the employees has expressed a desire to perform duties in two positions at once.

FILES

Who has the right to combine

According to the Constitution and the Labor Code of the Russian Federation, all citizens of our country (with the exception of representatives of certain professions) have the full right, at their own discretion and based on personal beliefs and needs, to manage their labor resources and time. In other words, if you have the strength and health allows, you can work not in one position, but combine several at once.

The only condition is that part-time work, which is a form of secondary employment, must be officially registered.

It should be said that internal part-time work is a fairly common phenomenon. This is due to the fact that it is beneficial to both parties to the labor relationship. The employer has the opportunity to entrust the performance of certain duties to his subordinate without resorting to the help of third-party, unverified people (for example, if one of the employees went on vacation or long sick leave), and the employee, in turn, can receive additional income within his own companies.

Part-time work is especially in demand in educational and medical institutions, large industrial enterprises, and in companies with a continuous production process.

Who does not have the right to be a part-time worker?

Part-time work is prohibited for:

• judges and lawyers;
• members of the Government of the Russian Federation;
• employees of municipal and some government agencies;
• at enterprises with difficult and dangerous working conditions;
• persons under the age of majority.

A complete list of workers who are unable to combine work is indicated in the Labor Code of the Russian Federation.

How to apply for an internal part-time job

Before moving on to the description of the part-time job itself, let’s say that it is possible only if both the employer and his subordinate have given consent to it.

In order to formalize such a relationship it is necessary that:

1. there was an open vacancy at the enterprise (or there was a temporarily free workplace);
2. the employee has written a corresponding application (for employment);
3. a corresponding order was issued on behalf of the manager;
4. an additional employment contract was concluded, which stipulates the terms, wages, responsibilities of the parties and other conditions of part-time work.

Who draws up the order

The direct responsibility for drawing up an order on internal part-time work may be assigned to a specialist/head of the HR department, assistant/secretary of the director or legal adviser.

Regardless of whose job functions include this task, it is important that when drawing up an order, a person takes into account the norms of the legislation of the Russian Federation (labor and civil), and also submits the text of the order for approval to the director of the enterprise.

How to explain the creation of an order

The rationale and basis for the order are the two main points on which the author of the order must rely.

Justification is the real reason for creating the document, which is written after the words “In connection with...”.

The basis is a reference to any specific document or legislative normative act. In this case, the basis can be considered the employee’s statement, as well as the corresponding article of the Labor Code of the Russian Federation (allowing work on a part-time basis).

Features of drawing up an order for internal part-time work

If you need to draw up an order on internal part-time work, read our tips and pay attention to the sample document.

First, some general information. The order does not have a standard form, so it can be written in any form or, if the organization has a developed document template, according to its type. Both ordinary sheets of any convenient format and company letterhead are suitable for registration. We accept printed and handwritten versions of the text.

The main thing to take into account is one requirement - the order must be certified by the original signature of the director of the company or an employee who is allowed to act on his behalf in the prescribed manner.

It is not necessary to stamp the order form - there is a need for this only when the norm for certifying the company’s internal documentation with the help of various kinds of cliches is enshrined in its local legal acts.

The order is written in a single original copy(if it needs to be duplicated, certified copies are made), information about it is entered into the administrative documentation register.

Sample document

When composing the text of the order, keep in mind that its structure and content must comply with certain unwritten norms of office work.

In the header of the form you should write:

• name of company;
• title and number of the document;
• place (settlement) and date of its compilation.

• the basis for creating the order;
• information about the employee in respect of whom the order is issued (his position and full name);
• conditions of part-time work: start and end dates - if a specific period is known;
• wage;
• employee responsible for executing the order.

If necessary, the order can be supplemented with other information - act according to the circumstances.

How long and how to store an order

After issuing the order and familiarizing all interested parties with it, the form should be placed in a folder with other administrative documentation. It must remain here for the entire period of validity (it is usually indicated in the document itself, but if there is no indication in this regard, it is recognized as valid for a year), then it can be transferred to the organization’s archive, and after the expiration of the storage period, it can be destroyed in compliance with the established rules. in the law of procedure.