How to make a temporary transfer in 1s 8.2. Personnel transfer temporary transfer

If, at the end of the transfer period, the employee’s previous job is not provided, and he did not demand its provision and continues to work, then the condition of the agreement on the temporary nature of the transfer loses force and the transfer is considered permanent. Purpose Having familiarized yourself with the types of temporary transfers, you can already imagine typical situation in which this legal instrument can be used: in a certain area of ​​the organization’s activities there is an acute shortage of personnel and the employer does not have the opportunity to invite new employees to solve this problem. To overcome this situation, employees are transferred from less stressful areas that were performing other work. Thus, transferring an employee to another position within the organization temporarily covers the shortage of personnel in a certain area of ​​the company’s activities.

How to arrange a temporary transfer of an employee

It states, in particular, that a change in place of work within one organization without changing labor function requires the employee’s written consent only if the employee’s place of work was determined in the employment contract indicating a specific structural unit, and it changes during the transfer process. A structural unit of an organization should be understood as branches and representative offices, as well as departments, workshops, areas, etc.

d. The procedure for registering the transfer of an employee is the same as for transfer. In practice, there are situations related to transfers that lead to erroneous actions by personnel officers and managers.
One such example is the registration of an employee who was hired on a part-time basis and who after some time wished to move to this organization, making it his main place of work.

What is the difference between translation and displacement?

The transfer procedure is completed by issuing an order in form T-5, which the employee must be familiar with before the day of the temporary transfer. Depending on who makes the decision to transfer and for what reason, the need to obtain consent is determined.

If the law does not require obtaining the employee’s consent, then all registration will consist only of last stage. For example, in case of production necessity. Production necessity is a situation in an organization caused by emergency events, the occurrence of which is difficult to predict: disaster, accident, fire, epidemic and others.
In a situation where a temporary transfer is carried out to replace an employee who is on maternity leave, it cannot be specified in the documents exact date the end of such a translation.

Temporary relocation of an employee: conditions and registration

If the proposed work does not suit the employee or the employer does not have such work, the employment contract is terminated in accordance with paragraph 7 of Article 77 of the Labor Code of the Russian Federation. Termination of an employment contract on this basis is possible only in the event of a real significant change in working conditions in the organization, which requires careful attention from the employer attitude towards such situations. For example: The secretary of Parus LLC was fired due to her refusal to perform the functions of a personnel inspector.

Attention

She went to court and was reinstated to her previous job. When comparing the old and new instructions the court found that the secretary was not charged with additional duties.

Ipc-zvezda.ru

Return to the list of publications Sergey Krikunov, senior legal adviserSource: Work and salary In practice, situations often arise in which an employee is transferred to another job within the same organization. The reasons for transfer can be different: from production necessity to professional and In practice, situations often arise in which an employee is transferred to another job within the same organization.

The reasons for transfer can be different: from production necessity to professional and career growth employees of the organization. Let's consider the features of transferring or moving an employee within an organization to permanent job.

Info

The mechanism for transferring and relocating an employee within an organization is regulated by the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code). Such a change in labor functions or essential terms of the employment contract (according to Art.

Vote:

In this case, a copy of the transfer order is certified by the signature of a personnel service employee (in this case, a stamp may not be affixed). Information about the transfer is also entered into section III “Hiring and transfers to another job” of the employee’s personal card (Form No. T-2). Finally, the corresponding transfer entry appears in work book employee. Let us recall that the Instructions for filling out work books were approved by Resolution of the Ministry of Labor of the Russian Federation of October 10, 2003 No. 69. When transferring an employee from one structural unit to another, the procedure for its registration is similar to that discussed. Negotiations on the transfer necessarily involve not only the employee and the head of the enterprise, but also the heads of two structural divisions (from where and where the employee is transferred).

Employee transfer

Labor Code RF (hereinafter referred to as the Labor Code of the Russian Federation). In this case, it is necessary to take certain actions and draw up the relevant documents. Which? Let's talk about this in order. Conclusion of an additional agreement to employment contract An additional agreement to the employment contract is mandatory, since the previous agreement on temporary transfer ceases to be valid, but the employee no longer returns to the work stipulated by the employment contract.

Temporary transfer has become permanent. Is it necessary to make a personnel transfer in the database? And in a number of situations, the employer does not have the right to refuse to provide a person with another job. In what cases is an employee entitled to such a transfer? An employee’s time for the purpose of replacing an absent employee is also limited to certain periods: until the person being replaced goes to work (Part.

1 tbsp. 72.2 of the Labor Code of the Russian Federation). Exchange of experience, discussions on professional topics.
This means that the employee moves to another structural unit, but at the same time his position, job responsibilities, salary ( tariff rate) and other essential conditions of the employment contract do not change. The problem arises due to the fact that in Article 57 of the Labor Code of the Russian Federation “Content of the Employment Contract”, among the essential conditions of the employment contract, the place of work comes first, and in the case when an employee is hired to work in branch, representative office or other separate structural unit of the organization located in another area, indicating the structural unit and its location. The structural unit is an essential condition of the employment contract.

Personnel transfer temporary transfer

It turns out that the employee will actually work in a new position from one date, and the information in the work book will be entered when the order for permanent transfer is issued. Some HR specialists deal with this situation as follows:

• in column 3, where the unit and position are indicated, they also write the date from which the temporary transfer was made;
• in column 4 they refer to both orders of the director at once legal entity, approving both temporary and permanent transfers.

Return to previous duties Temporary transfer, like everything non-permanent, involves the return of the employee to his normal work function. Most often, the employer issues an order describing which employee, from which date and in which department, will continue to work after the end of the transfer period.

1c personnel transfer temporary transfer

Permanent transfers of employees are possible in the following four types: transfer within the same organization at the initiative of both the employer and the employee; transfer to another organization for permanent work; transfer to another location together with the organization; transfer of an employee with his consent based on a medical report. The types of permanent transfers specified in the Labor Code differ not only in their reasons, but also in legal consequences employee’s refusal to transfer: if he refuses a transfer within the same organization proposed by the employer, the employee remains at his previous job, and if he refuses in the other three cases, he is dismissed, but on three different grounds. If the employee’s written consent to the transfer was not received, but he voluntarily began to perform other work, such a transfer can be considered legal (clause 12 of the resolution of the Plenum Supreme Court RF dated December 22, 1992 No. 16).

1s zup 8 personnel transfer temporary transfer

For example, an employee was transferred to another structural unit without changing his job function, but in the process of working in the new structural unit it turns out that there are certain specifics that automatically lead to an expansion of the circle job responsibilities, increasing the volume of work, etc. The transferred employee begins to be indignant and demand changes to the employment contract and, as a result, a raise. wages- a conflict situation arises. Since it is sometimes quite difficult to calculate changes in the labor function at the stage of moving an employee from one structural unit to another, HR specialist better to play it safe to avoid conflict situation in the future. The procedure for registering the transfer of an employee is the same as for transfer.

In this article we will tell you how a HR manager can formalize the transfer of employees to another job. We will consider in detail the following types of transfers: temporary and permanent, at the initiative of the employee and at the initiative of the employer, with the consent of the employee and without obtaining his consent. We will also pay Special attention on the procedure for transferring an employee to work in another location together with the employer.

Rules for transferring to another job

General rules

P transfer to another job - this is a permanent or temporary change in the labor function of an employee or a structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work for the same employer, as well as transfer to work in another locality together with the employer (Art. 72.1 of the Labor Code of the Russian Federation). Transfers can be temporary or permanent, at the initiative of the employee and at the initiative of the employer, with the consent of the employee and without his consent.

For your information

IN in this case Structural divisions should be understood as branches, representative offices, as well as departments, workshops, sections, etc. (Clause 16 of the resolution of the Plenum of the Supreme Court dated March 17, 2004 No. 2).

Please note that transfer to another job is permitted only with the written consent of the employee (Article 72.1 of the Labor Code of the Russian Federation). The exception is some cases of temporary transfer, to which we will further pay special attention. In this case, an agreement to change the terms of the employment contract determined by the parties must be concluded in writing(Article 72 of the Labor Code of the Russian Federation).

Please note that the employee’s consent will not be required to move him from the same employer to another workplace, to another structural unit located in the same area, entrusting him with work on another mechanism or unit, if this does not entail a change in the terms of the employment contract determined by the parties.

In all cases, it is prohibited to transfer or relocate an employee to work that is contraindicated for him due to health reasons.

Also, at the written request of the employee or with his written consent, it can be carried out.

Please note: if a transfer to another job is declared illegal, the employee must be reinstated to his previous place of business. In this case, the body considering the individual labor dispute makes a decision to pay such person the difference in earnings for the entire period of performing lower-paid work. Also, the court has the right, at the request of the employee, to make a decision on recovery from the employer monetary compensation moral damage caused by these actions (Article 394 of the Labor Code of the Russian Federation). Moreover, if the employer delays the execution of the decision to reinstate the employee to his previous job, the body that made the decision makes a determination to pay this citizen the difference in earnings for the entire time of the delay (Article 396 of the Labor Code of the Russian Federation).

Permanent translation

In this case we're talking about on a permanent change in the labor function of the employee or the structural unit in which the employee works (if the structural unit was specified in the employment contract) (Article 72.1 of the Labor Code of the Russian Federation).

Any employee can apply for a transfer (see Example 1).

To complete the transfer, use form No. T-5 or form No. T-5a (see Example 3), approved by Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for recording labor and its payment” ( hereinafter referred to as Resolution No. 1).

Based on the order to transfer the employee to another job, marks are made in the section “Hiring, transfers to another job” in the employee’s personal card (form No. T-2 or No. T-2GS(MS)) (see Example 4) and personal account (form No. T-54 or No. T-54a).

• To whom: kadry@site
• Subject: Free consultations

When issuing an order to transfer an employee to another job (form No. T-5, approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for recording labor and its payment”), HR officers often have a question: “Which document should be indicated in the line “Base: amendment to the employment contract from ....”? Details of the employment contract itself or details of an additional agreement to the employment contract?

• Olga Maksimova,
• Head of the HR Department of Burevestnik LLC, Nizhny Novgorod

Vladimir Pirogov, lawyer at Nikline LLC, answers:

In the line “Base: amendment to the employment contract dated...” details of the additional agreement to the employment contract should be indicated. Let's explain our position.

In accordance with Art. 72.1 of the Labor Code of the Russian Federation, transfer to another job is a permanent or temporary change in the labor function of an employee and (or) the structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work for the same employer, as well as transfer to another job to another location with the employer. And the place of work and the labor function of the employee are mandatory conditions employment contract (Article 57 of the Labor Code of the Russian Federation).

Article 72 of the Labor Code of the Russian Federation states that changes to the terms of an employment contract determined by the parties, including transfer to another job, are allowed only by agreement of the parties to the employment contract, which is concluded in writing.

Consequently, the basis for issuing a transfer order will be an amendment to the employment contract signed by both parties, namely an additional agreement.

And in accordance with the Instructions for the use and completion of forms of primary accounting documentation for the accounting of labor and its payment in the event that an employment contract was not concluded with the employee (the employee was hired before 10/06/1992) and his hiring was formalized by order, when When filling out the unified form No. T-5, in the line “Bases”, specific documents are indicated on the basis of which the employee will be transferred to another job (application, medical report, memo, etc.), and the details “Change to the employment contract” are not filled in.

In accordance with Art. 66 of the Labor Code of the Russian Federation, information about transfers to another permanent job is entered into the employee’s work book (see Example 5). In this case, a record of the transfer is made no later than a week on the basis of the relevant order (instruction) of the employer (clause 10 of the Rules for maintaining and storing work books, producing work book forms and providing them to employers, approved by Government Decree No. 225 of April 16, 2003, hereinafter referred to as Resolution No. 225).

Temporary transfer

In this case, we are talking about a temporary change in the labor function of the employee or the structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work for the same employer (Article 72.1 of the Labor Code of the Russian Federation). At the same time, temporary transfers to another job are regulated by Art. 72.2 Labor Code of the Russian Federation.

So, by agreement of the parties, concluded in writing, an employee can be temporarily transferred to another job with the same employer for a period of up to one year.

Please note: if, at the end of the transfer period, the employee’s previous job is not provided, and he did not demand its provision and continues to work, then the condition of the agreement on the temporary nature of the transfer loses force and the transfer is considered permanent.

When such a transfer is carried out to replace a temporarily absent employee, whose place of work is retained in accordance with the law, it is valid until this employee returns to work.

The procedure for temporary transfer is similar to that for permanent transfers. The exception is that during temporary transfers, an entry in the employee’s work book is not made.

In what cases does translation become mandatory?

Transfer at the initiative of the employee

In some cases, an employee has the right to demand from the employer a temporary transfer to another job.

For example, if an employee refuses to perform work in the event of a danger to his life and health, the employer is obliged to provide such an employee with another job while the danger is eliminated (Article 220 of the Labor Code of the Russian Federation).

Pregnant women and nursing mothers cannot be involved in the following work:

In this case, pregnant women, in accordance with a medical report and at their request, are transferred to another job that excludes the impact of unfavorable production factors, while maintaining the average earnings for their previous job. Before a pregnant woman is given another position, she is subject to release from work with preservation of average earnings for all days missed as a result. Meanwhile, women with children under the age of one and a half years, if it is impossible to perform the previous job, are transferred at their request to another job with wages for the work performed, but not lower than the average earnings at the previous place of activity until the child reaches the age of one and a half years (Art. 254 Labor Code of the Russian Federation). Also, pregnant women and women with children under three years of age cannot be involved in work performed on a rotational basis(Article 298 of the Labor Code of the Russian Federation).

Transfer at the initiative of the employer and due to circumstances beyond the control of the parties

In some cases, labor legislation allows the dismissal of employees only when it is impossible to transfer them to another job available to the employer, which the citizen can perform taking into account his state of health. We are talking here about both vacant positions or work corresponding to the qualifications of the employee, as well as vacant lower positions or lower paid work. In this case, the consent of the employee must be obtained. Please note that the employer is obliged to offer the employee all vacancies available in the given area that meet the specified requirements. An employer is obliged to offer vacancies in other localities only if this is provided for by a collective agreement, agreements, or employment contract (Articles 81, 83 and 84 of the Labor Code of the Russian Federation). We are talking about dismissal of employees in the following cases:

• reduction in the number or staff of the organization’s employees, individual entrepreneur(Clause 2 of Article 81 of the Labor Code of the Russian Federation);
• inconsistency of the employee with the position held or the work performed due to insufficient qualifications confirmed by certification results (clause 3 of Article 81 of the Labor Code of the Russian Federation);
• reinstatement at work of an employee who previously performed this work, by decision of the state labor inspectorate or court (clause 2 of article 83 of the Labor Code of the Russian Federation);
• disqualification or other administrative punishment that excludes the possibility of the employee fulfilling his duties under the employment contract (Clause 8 of Article 83 of the Labor Code of the Russian Federation);
• expiration, suspension for more than two months or deprivation of the employee special law(licenses, management rights vehicle, the right to carry weapons, other special rights) in accordance with the law, if this entails the impossibility of the employee fulfilling his duties under the employment contract (clause 9 of Article 83 of the Labor Code of the Russian Federation);
• termination of access to state secrets if the work performed requires such access (clause 10 of Article 83 of the Labor Code of the Russian Federation);
• violation of the rules established by law for concluding an employment contract, if this violation was not the fault of the employee and excludes the possibility of continuing work (clause 11 of article 77 of the Labor Code of the Russian Federation).

We also remind you that an employee who needs to be transferred to another job in accordance with a medical report, with his written consent, the employer is obliged to transfer to another available job that is not contraindicated for this citizen for health reasons. Meanwhile, if the specified person needs a temporary transfer for a period of up to four months, refuses the transfer, or the corresponding job is not available, then the employer must suspend the employee from work for this period while maintaining the place of work (position). However, during the period of suspension, the employee’s wages are not accrued. At the same time, if an employee needs a temporary transfer for a period of more than four months or a permanent transfer, then if he refuses the transfer or the employer does not have the appropriate work, the employment contract is terminated in accordance with paragraph 8 of part one of Article 77 of the Labor Code of the Russian Federation (Article 73 Labor Code of the Russian Federation).

As a rule, in all of the above cases, the employer sends the employee a corresponding notice or proposal to transfer the employee to his existing vacant positions (see Example 6).

As a rule, the employee’s consent or disagreement with the transfer is formalized in a separate document or stated in the very proposal to transfer to another job (see Example 7).

I would also like to remind you that according to Art. 74 of the Labor Code of the Russian Federation in the case when, for reasons related to changes in organizational or technological working conditions, the terms of the employment contract determined by the parties cannot be preserved, they can be changed at the initiative of the employer, with the exception of changes in the employee’s labor function. Moreover, if the employee does not agree to work under the new conditions, the employer is obliged to offer him another available job in writing. If there is no specified work or the employee refuses the proposed work, the employment contract is terminated in accordance with paragraph 7 of part one of Article 77 of the Labor Code of the Russian Federation.

In some situations, an employee may be transferred without his consent for a period of up to one month to work not stipulated by the employment contract with the same employer in order to prevent the cases indicated below or eliminate their consequences. We are talking here about natural or man-made disasters, industrial accidents, industrial accidents, fires, floods, famines, earthquakes, epidemics or epizootics, as well as any exceptional cases that threaten the life or normal living conditions of the entire population or part of it .

Transferring an employee without his consent for a period of up to one month to another job is also permitted in cases of downtime, the need to prevent destruction or damage to property, or to replace a temporarily absent employee, if these situations are caused by the emergency circumstances specified by us above. At the same time, transfer to a job requiring lower qualifications is possible only with the written consent of the employee himself (Article 72 of the Labor Code of the Russian Federation). Please note that for temporary transfers carried out in exceptional cases, wages are paid according to the work performed, but not lower than the average earnings at the previous place of employment.

For your information

When applying Art. 72.2 of the Labor Code of the Russian Federation, which allows the temporary transfer of an employee to another job without his consent, it should be borne in mind that the obligation to prove the existence of circumstances with which the law connects the possibility of such a transfer rests with the employer (clause 17 of the resolution of the Plenum of the Supreme Court of March 17, 2004 No. 2).

The transfer of an employee is also possible for the duration of the suspension of work in connection with the suspension of activities or a temporary ban on activities due to violation of labor protection requirements through no fault of the employee. During this time, the employee, with his consent, can be transferred by the employer to another job with wages for the work performed, but not lower than the average earnings at his previous place of activity (Article 220 of the Labor Code of the Russian Federation).

Transfer to another location

Transfer procedure

In this case, the employer sends the employee an offer to transfer to work in another location. Next, the employee’s consent or disagreement is formalized in a separate document or written down in the transfer proposal itself.

If the employee agrees, changes should be made to the employment contract. This is done through the signing of an additional agreement. To complete the transfer, use Form No. T-5 or Form No. T-5a, approved by Resolution No. 1. Then, based on the order, marks are made in the employee’s personal card (Form No. T-2 or No. T-2GS (MS)) and personal account ( form No. T-54 or No. T-54a).

For your information

The arbitrators in paragraph 16 of the resolution of the Plenum of the Supreme Court dated March 17, 2004 No. 2 noted that “other locality” should be understood as an area located outside the administrative-territorial boundaries of the relevant locality.

Please note that when an employee moves to work in another area, the employer is obliged to reimburse him for the following expenses (Article 169 of the Labor Code of the Russian Federation):

• for relocation of the employee, members of his family and transportation of property (except for cases where the employer provides the employee with appropriate means of transportation);
• for settling into a new place of residence.

The specific amounts of reimbursement of expenses are determined by agreement of the parties to the employment contract. In this case, compensation payments to a citizen in connection with his move to work in another area are not subject to personal income tax (clause 3 of article 217 of the Tax Code of the Russian Federation) and unified social tax (subclause 2 of clause 1 of article 238 of the Tax Code of the Russian Federation), and can also be taken into account as part of other expenses (subclause 5, clause 1, article 264 of the Tax Code of the Russian Federation). Financiers also agree with this position (letters from the Ministry of Finance dated July 14, 2009 No. 03-03-06/2/140 and dated December 17, 2008 No. 03-03-06/1/688). At the same time, according to officials, the amount of reimbursement by the organization of expenses to an employee for renting housing is subject to personal income tax and unified social tax in the usual manner (letters from the Ministry of Finance dated July 13, 2009 No. 03-04-06-01/165 and dated December 17, 2008 No. 03-03-06/1/688).

Employee refusal to transfer

An employee’s refusal to be transferred to work in another location together with the employer is grounds for termination of the employment contract (Clause 9 of Article 77 of the Labor Code of the Russian Federation). In this case, as with a regular dismissal, to formalize the termination labor relations with employees, Form No. T-8 (or Form No. T-8a), approved by Resolution No. 1, is used (see Example 8).

On the day of dismissal, the employee, in addition to the amounts due, is paid severance pay in the amount of two-week average earnings (Article 178 of the Labor Code of the Russian Federation). At the same time, labor or collective agreements An increased amount of severance pay may also be established (Article 178 of the Labor Code of the Russian Federation).

In this case, we are talking about termination of the contract in accordance with paragraph 9 of part one of Article 77 of the Labor Code (see Example 9).

Further, upon receipt of the work book, the employee signs in the personal card, as well as in the book recording the movement of work books and inserts in them (clause 41 of Resolution No. 225). At the same time, the entry made in the work book is repeated in the personal card (clause 12 of Resolution No. 225).

Footnotes

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According to Part 1 of Article 72.1 of the Labor Code, a transfer to another job with the same employer is a permanent or temporary change in the employee’s labor function and (or) a change in the structural unit in which the employee works (if the structural unit is specified in the employment contract), as well as a transfer to work in another location with an employer.
In accordance with Part 1 of Article 72.1 of the Labor Code, transfer to another job is permitted only with the written consent of the employee.
The employer does not have the right to transfer or relocate an employee to a job that is contraindicated for him due to health reasons. This is stated in Part 4 of Article 72.1 of the Labor Code of the Russian Federation.
Labor legislation provides for two types of transfer of an employee to another job: temporary and permanent. The transfer can be initiated by both the employee and the employer.
Difference between translation and relocation

The relocation does not entail a change in the conditions specified in the employment contract. The employee remains with the same employer, and the meaning of the move is that he is either provided with another workplace, or transferred to another structural unit located in the same area, or assigned to work on another mechanism or unit. The main thing is that there is no change in the conditions fixed in the employment contract.
And one more difference: moving an employee to another job does not require his consent (Part 3 of Article 72.1 of the Labor Code of the Russian Federation). The employer just needs to issue the appropriate order and familiarize the employee with it against signature.

When an employee is temporarily transferred to another job, the terms of the employment contract are changed for a certain period. The duration of the temporary transfer is established by agreement of the parties to the employment contract, and the initiator of the transfer can be either the employee or the employer, however, according to Part 1 of Article 72.2 of the Labor Code, an employee can be temporarily transferred to another job with the same employer for a period of up to one year. If the transfer was carried out while replacing an absent employee whose job is retained, its term ends on the day the employee returns to work. Obviously, in the latter case, the period of temporary transfer may be more than a year. For example, when replacing an employee who is on maternity leave for up to three years, etc.

To transfer an employee to another job in a situation where his written consent is required, you first need to inform him of the need for the transfer and indicate the reasons for it. This can be done orally or in writing (the document is drawn up arbitrarily).
Then they draw up an additional agreement to the employment contract, which indicates the basis for the transfer, its duration, and stipulates other conditions that differ from those previously established. For example, wages, working hours, etc.
If the exact end date of the transfer is unknown, a condition is prescribed according to which the employee returns to his place of work, for example, on the day the replaced employee returns from parental leave.
After this, the manager issues an order for the temporary transfer of the employee using the unified form No. T-5 or T-5a, which are approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1 (hereinafter referred to as Resolution No. 1). The employee must be familiarized with the order against signature.
Let us turn to section 1 of the Instructions for the use and completion of primary accounting documentation for the accounting of labor and its payment, approved by Resolution No. 1. It states that an entry about the temporary transfer of an employee must be made in his personal card in form No. T-2 (No. T- 2GS (MS)), approved by Resolution of the State Statistics Committee No. 1. The administration of the enterprise is obliged to familiarize the employee with each entry in the section of the personal card “Hiring, transfers to another job”, made on the basis of an order for transfer to another job, against signature.
According to paragraph 4 of the Rules for maintaining and storing work books, producing work book forms and providing them to employers, approved by Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books”, there is no need to make an entry in the work book about a temporary transfer.
If an employee’s responsibilities change during a transfer, he must be familiarized with job description corresponding to the new position. The same applies to safety regulations (Part 2 of Article 225 of the Labor Code of the Russian Federation).

Reflection in the 1C program: Salary and Personnel Management 8

Example:
From 05/01/2011, employee Natalya Stepanovna Komarova, PR manager, was temporarily transferred to the position of HR Manager in the Consulting Department until 05/31/2011. Let's consider how the described event is registered in the program.

The transfer of an employee to another place of work is registered with a document Personnel transfer of organizations (menu Personnel records - Personnel records - Personnel transfer of organizations). In detail C the date of transfer is indicated and in detail To - the expiration date of the transfer.

However, by default the props By is hidden.
To see the props By you need to right-click on the table section and select List setup.

In the window that appears, check the box next to the inscription By and press Apply.

So, this means that all employees are hired for certain positions and no personnel movements in our trading company It hasn't happened yet. If there is a need to transfer an employee to a new position, increase his salary, or transfer him from one division of the organization to another, then in such cases it is necessary to issue an order.

Let's create for the employee Lobanova order to transfer to another job. For this we need document Personnel transfer of the organization. Document Personnel transfer of an organization designed to register changes in an employee’s position, work schedule, and method of remuneration. This document must include the following information:

List of employees visited (the document can be issued for one employee or for a list of employees);

Divisions and positions where employees are moved;

New personnel numbers (or old ones are confirmed);

Move dates;

Work schedules.

We will transfer the employee Lobanov from office secretary for the position manager. To do this, go to the menu item Personnel records -> Personnel records -> Personnel transfer of organizations.

The Salary and Personnel Management program will open a list of personnel movements for us, but for now this list is empty.

Press the key Ins on the keyboard to add a new one personnel transfer.

IN document Personnel transfer of organizations field Number You don’t have to fill it in, as the program will fill it in when you save the document. Field Organization And document date, as you may have noticed, are filled in automatically.

At the bottom of the document there is a list of employees for whom personnel transfer is being processed. It's empty for now.

Press the key again Ins to add a new entry to this list. In a collumn Worker enter the first letters of the employee's last name - forehead.

Next, the program will automatically substitute the employee - Lobanova Lyudmila Alekseevna. Then click on the button Tab- the program will insert data about the employee’s current position and proceed to editing the field WITH, in which you will need to indicate the date of personnel movement - 16.09.2007 .

After these steps, we will change the data at the bottom of the line that will differ from the previous entry. We will transfer the employee to the department Basics for the position Manager.

Let’s finish entering data into the current line - to do this, click on the button Enter on keyboard.

Now go to the bookmark Accruals- a line with current data has already appeared automatically. All we have to do is change the amount of accrual; for this we set the action Change.

In the last column we indicate the new accrual amount - 15 000 .

After that, click OK- the data we entered is successfully saved in the program, and now the new values ​​of the department, position and salary come into force, i.e. document Personnel transfer of organizations held.

All documents in the Salary and Personnel Management program can exist in two states: carried out And not carried out. In both cases, the data contained in the document is saved in the program.

But in the event that the document was carried out, this will mean that the changes that the document should make have already taken effect. For example, an employee has a different salary.

And if document not posted, then this is just a draft or, more simply, a blank to which it is planned to make changes. Such a document, for example, does not have any impact on the employee’s salary. The salary will change only when this document is completed.

All unposted documents are indicated by an icon without a flag. To simply save and not post the document, instead of clicking the OK button, you need to click the Write button, and then the Close button.

From document Personnel transfer of organizations You can print standardized forms T-5 or T-5a. To do this, open the document we created and from the menu item Seal select the desired form:

We select the form we need from the list, send it to the printer, and then sign it with the manager.