Order to change the staff schedule. The reasons for its publication and the rules for drawing up

At each enterprise there is a mandatory staffing table and, accordingly, an order to approve it. It does not depend on the form of his property. If necessary, an additional order is added to the total number of mandatory documents to change the staffing schedule. Why is it needed and why is it compiled? This must be understood.

Reasons for making changes

First of all, it should be noted that the basic labor law (RF LC) does not require the existence of the staffing table as such. But the Committee on Statistics of Russia introduced this document in the list of mandatory forms required for the recording of labor and payment at any enterprise in the country. Due to various factors, the staffing table can be adjusted. All changes of this kind must necessarily be accompanied by the issuance of an appropriate order. From a fairly large number, there are several common reasons why it is necessary to carry out such activities:

1. Change in existing tariff rates and salaries, as well as additional payments and various allowances. This occurs mainly after a change in legislation or as a result of improving the operation of the enterprise.
2. Change the name of existing posts or the introduction of new ones. This often occurs when the company is reorganized.
3. Carrying out the procedure of staff reduction.
4. Creation of new structural subdivisions at the enterprise.

In any of these cases, an order must be issued to change the staffing table, which clearly explains the reasons for the event.

How to apply correctly

The order to change the staffing table, in fact, is an intermediate step in the entire procedure. For example, you can consider the situation associated with staff reductions . In this case, preliminary by the company specialists, a study is conducted to study the work of the enterprise. This is done to determine possible ways of its reorganization to improve the activities of the enterprise as a whole or its individual units. Studies are made out in the form of a report (service) note addressed to the head. As a result, a decision is made to hold specific events. Then the list of posts subject to reduction is determined. After that, employees receive notifications of the forthcoming reduction for 2 months. Then, an order is issued to change the staffing table, and on the basis of it an order is already prepared for the forthcoming reduction. Next, a commission is created that already conducts the final stages of the procedure on the basis of the current legislation.

Variants of staff schedule changes

In the course of production activities, various changes may occur at the enterprise, which must be fixed in order. Similarly, with the staffing table. Any change that is being made must be formalized accordingly. Depending on the global nature of the reason, there are two options for changing the staffing schedule:

1. Approval of an entirely new staffing table.
2. Create an order to change the current staffing.

Both options are issued by the order for the main activity. In the second case, the changes that are made usually concern one or a group of employees. In this situation, there is no need to develop a new document, and therefore an order is prepared to change the staffing schedule. It can be titled in different ways: "On making changes ...", or "On changing ...", or simply "On a partial change ...". Any of the proposed names will be correct. It all depends on the reason for the changes.

Sample order

To make any change to the staff schedule is easy. There are no standard forms and mandatory conditions. In principle, there is no model for changing the staff schedule. A simple order is issued, which must contain the following points:

• The reasons for the changes introduced, that is, the grounds that ultimately led to the adjustment of the staffing table;
• Mandatory reference to the order (or its specific items), which is subject to change;
• If necessary, describe the actions that led to such changes;
• Indicates who is responsible for monitoring the execution of this order.

The approximate structure of such an order is as follows:

1. Business name.
2. Date and serial number of the order being issued.
3. ORDER.
4. Place of issue of this order.
5. Name of the order (title).
6. The stating part, which begins with the words "In connection with ...". It indicates which actions or events led to the changes being made.
7. The word "I ORDER".
8. Disposal part. It usually starts with the words "Add the following changes to the staff list". Then follows the list of changes introduced, and the date of their introduction is indicated.
9. The order ends with the signature of the director (head) of the enterprise.

Change of name (renaming) of a post

For example, we can consider the situation associated with changing the name of the employee's position. If it provides for a change in functional duties, and this issue is one of the essential conditions of the contract with the employee (Article 57 of the LC RF), then first of all you need to notify him of the forthcoming changes. This is done no later than two months before the fact of the coming into force of the change. In case of refusal the contract (labor) contract will be terminated in accordance with Article 73 of the LC RF with observance of all payments and guarantees. If the employee agrees with the proposed conditions, then an order is issued to change the current staffing. After this, an additional agreement is made to the employment contract with the employee. The next stage will be the order to transfer the employee to a new position. This procedure ends with the introduction of an appropriate entry for each employee in the work book. If the duties of the employee remain the same, no prior approval is required. The change in the position in the staffing table is as follows:

1. The employee of the personnel service compiles a service note addressed to the head of the enterprise.
2. On its basis, an appropriate order is drawn up.
3. Changes are made to the staffing table itself.
4. A supplementary agreement is drawn up with the employee specified in the employment contract with an indication of the changes being made.
5. Immediately after that, a record is entered in the employee's work record book.
6. From the date specified in the order, the employee is considered transferred to another position.