The order to change the staffing. Reasons for its publication and compilation rules

At each enterprise, there is a mandatory staffing table and, accordingly, an order for its approval. It does not depend on the form of ownership. If necessary, an order to change the staffing table is also added to the total number of mandatory documents. Why is it needed and why is it compiled? This must be sorted out.

Reasons for Changes

To begin with, it is worth noting that the main labor law (Labor Code of the Russian Federation) does not require the staffing itself as such. But the Committee on Statistics of Russia included this document in the list of mandatory forms required for accounting 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 be accompanied by the issuance of an appropriate order. From a fairly large number, several common reasons can be distinguished for which it is necessary to carry out such events:

1. Change in existing tariff rates and salaries, as well as additional payments and various allowances. This occurs mainly after a change in the law or as a result of the improvement of the enterprise.
2. Change the name of existing posts or the introduction of new ones. This happens more often during the reorganization of the company.
3. Conducting staff reductions.
4. Creation of new structural units at the enterprise.

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

How to arrange

The order to change the staffing, in fact, is an intermediate stage of the whole procedure. For example, we can consider the situation associated with the reduction of staff. In this case, a preliminary study by the company's specialists is conducted to study the operation of the enterprise. This is done to determine the possible ways of its reorganization in order to improve the activities of the enterprise as a whole or its individual divisions. Studies are made out in the form of a report (official) note addressed to the head. Based on the results, a decision is made to conduct specific events. Then a list of posts to be reduced is determined. After that, employees receive notifications of upcoming reductions in 2 months. Then an order is issued to change the staffing table, and on the basis of it an order is already being prepared on the upcoming reduction. Next, a commission is created, which is already conducting the final stages of the procedure on the basis of current legislation.

Options for staff changes

In the course of production activities at the enterprise, various changes can occur that need to be fixed in an orderly manner. Similarly, with the staffing. Any ongoing change must be documented accordingly. Depending on the global cause, there are two options for changing the staffing:

1. Approval of a completely new staffing.
2. Creating an order to change the current staffing.
   

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

Sample order

Making any changes to the staffing schedule is easy. There are no standard forms and prerequisites. In principle, a sample change in staffing does not exist. A regular order is drawn up, which must certainly contain the following points:

• the reasons for the changes, that is, the reasons that ultimately led to the adjustment of the staffing table;
• a mandatory reference to the order (or its specific paragraphs), which is subject to change;
• if necessary, the actions that led to such changes are described;
• indicates who is entrusted with the control of the execution of this order.
  

The approximate structure of such an order is as follows:

1. Company name.
2. Date and serial number of the issued order.
3. ORDER.
4. Place of publication of this order.
5. The name of the order (title).
6. The ascertaining part, which begins with the words "In connection with ...". It indicates what actions or events led to the changes made.
7. The word "I ORDER".
8. Administrative part. It usually begins with the words “Make the following changes to the staffing table.” The following is a list of the changes and the date of their introduction.
9. The order ends with the signature of the director (director) of the enterprise.

Change of the name (renaming) of a post

For example, you can consider the situation associated with a change in the name of the employee position. If it provides for a change in functional responsibilities, and this issue is one of the essential conditions of the contract with the employee (article 57 of the Labor Code of the Russian Federation), first you need to notify him of upcoming changes. This is done no later than two months before the change takes effect. In case of refusal, termination of the contract (labor) in accordance with Article 73 of the Labor Code of the Russian Federation will follow, subject to all payments and guarantees. If the employee agrees with the proposed conditions, then an order is created to change the current staffing. After that, an additional agreement is drawn up to the employment contract with the employee. The next step 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, then prior approval is not required. The change of position in the staffing table is as follows:

1. An employee of the personnel department draws up a memo addressed to the head of the enterprise.
2. On its basis, an appropriate order is drawn up.
3. Changes are made to the staffing itself.
4. An additional agreement is drawn up to the concluded labor contract with the employee indicating the changes being made.
5. An entry is made immediately after that to the employee’s work book.
6. From the date specified in the order, the employee is considered transferred to another position.