Often, in addition to their main duties, workers at enterprises (organizations) have to take on additional functions. In such a case, management must issue an appropriate order to appoint responsible persons in order to document this obligation .
By necessity
Any employee, concluding a contract or an employment contract, is obliged to fulfill the duties set forth in his job (labor) instruction. The
staffing table indicates his position and salary, established in accordance with labor legislation. But sometimes there is a need (for the normal
organization of the production process) to exercise control over other activities.
Hiring an individual specialist and entrusting him with these duties is irrational, since the functions are usually periodic in nature and do not provide full workload for the employee during the working day. In such a situation, management decides to assign new responsibilities to one of the employees. For this, a special order must be created on the appointment of responsible persons. In accordance with it, the specified employee undertakes to monitor the progress of work and be responsible for the performance of certain functions. Such activity is usually carried out during working hours, additional payment for it is not provided. The order for the appointment of responsible persons, as a rule, is drawn up with the signature of the head of the enterprise (organization).
Design Features
Any activity of employees in an enterprise involves a certain amount of work. In the main specialty (profession), there are job (work) instructions that are mandatory. What about additional features? Take, for example, fire safety. It is not a secret for anyone that at every enterprise there is a mandatory employee who is responsible for ensuring that employees comply with the rules and regulations in this direction. He is obliged to educate people and make sure that they act accordingly. The designated employee is responsible for complying with these rules and is liable for violations.
Or, for example, a different situation. In accounting, there should be a person who is personally responsible for the safety of the enterprise seal. In this case, an order is also drawn up to appoint responsible persons, in accordance with which this function is assigned to one of the accountants. Surcharge for this, as a rule, is not made, and the assigned obligation can be included in the job description.
Features of the design of some documents
For some industries, there are subtleties in the issue of registration and maintenance of contracts for work. This is such an area where any shortcoming from the legal side can lead to the most undesirable consequences. Take, for example, construction. An organization that engages in such activities, concluding a contract, must have all permits and supporting documents in hand. Usually they are drawn up in the form of a list and are added to the main contract as a separate appendix.
Among them, for example, there should be a letter on the appointment of a person responsible for TB, signed by the Director General and drawn up on letterhead. By this document, the customer appoints from among its employees a responsible employee who will monitor the observance of safety measures during the work, and informs the contractor about this. Again, this obligation does not provide any material incentives. Just one of the employees has an additional obligation.
Obligatory liability
With employees who, in the course of their labor activity, must constantly in one way or another have to come into contact with material values, when applying for a job, a material liability agreement must be concluded . Some enterprises initially draw up an order: it lists all the positions and professions in which employees deal with such values. This greatly facilitates the work of HR personnel during registration and assists management in resolving organizational and production issues.
For example, a situation arose when it was necessary to establish control over certain material values. In this case, a financially responsible person is appointed to such a position (or performance of duties). Otherwise, there can be no talk of any control. And to conclude a new contract is possible only with the consent of the employee. He has every right to refuse this, if the assigned duties are not his main function according to the employment contract.
Similar documents
At any enterprise (organization), any duties are assigned to employees as directed by the head. And it is not so important whether it will be an order or order. And in fact, and in another case, the execution is mandatory for the employee. The difference is only in design.
The order for the appointment of responsible persons is printed on a special form. The first part of the statement of reasons should end with the word "oblige." In contrast, in the order the text may remain similar. Only at the very beginning does the word “I order” appear before the clause on assignment of duties. The essence of the matter does not change. Some provisions or regulations in their text contain the following phrase: “The director must issue an order (order) of appointment.” In this case, the choice of the type of document depends on the features of office work at a particular enterprise. Otherwise, the differences relate only to issues of registration and registration of business papers.