Notification of changes in material working conditions: sample. Pay Change Notification

In labor relations, many different documents are drawn up. A written notification allows you to confirm any event that has occurred. There is a contract between the employee and management. If something changes in it, then a notice of change in the essential working conditions is drawn up for the employee. A sample of this document is in the article.

When is it necessary to make up?

Objective reasons lead to the fact that heads of institutions must make decisions, because of which it is necessary to adjust certain clauses of employment contracts. Changes to the essential working conditions of an employee may relate to:

1. Work schedule.
2. Change.
3. Wages.
4. Places of work.

These are just the main changes that may be changes in other areas of legal relations. When an appropriate decision is made, it is necessary to create a notice of changes in material working conditions. The sample of this document is the same in all organizations. It is necessary to appoint responsible persons for compilation. There are sample notifications of the need to provide written explanations on various working issues. They are compiled according to similar rules.

When do significant conditions change?

Under the law of the Russian Federation, a change in the essential conditions is allowed. But to make a change, management needs to have good reason. They may be of an economic, industrial or organizational nature. Reasonable reasons include:

1. Replacement or implementation of new equipment.
2. Change the profile of the organization.
3. The introduction of new standards.
4. Switching to multi-shift mode.
5. Use of new technologies.
6. Computerization of production.
7. Automation.

All changes must be carried out to improve labor processes, introduce technologies, and implement environmentally friendly production. During the transition to new conditions, employees must provide written consent. Inconsistent changes can only take a month. The basis of this is a simple production activity or work related to the elimination of disasters.

If you disagree with the new conditions, the employee may quit. If the dismissal does not have evidence, then it shall be declared unlawful. In the absence of justified reasons, legal consequences follow.

What is indicated in the order?

This event is made out by order, which should include the following information:

1. The reasons that led to this. For example, it may be the basis of a new direction.
2. How and with which employees the conditions will be changed.
3. Who makes the notifications and how soon it will be completed.

With this order you need to familiarize the interested workers under the signature. People whose contracts will be amended should consider whether they can continue to work or not. Then the specialist will prepare a separate notice on the change in the essential working conditions, the sample of which is the same for each employee.

Compilation rules

There is no established template for notification of changes in material working conditions . This document is made in 2 copies, one of which will be with the employee, and the other in the institution. The sample document for notifying the employee of a change in conditions includes the following main sections:

1. Details: the name of the institution, the name and position of the employee to whom the notice is intended, the date of drawing up, as well as the name and signature of the head.
2. In the main part it is necessary to indicate how and on the basis of which article of the Labor Code of the Russian Federation changes are made. It is also required to fix the number and date of conclusion of the agreement, list the changes and indicate how these items will be read. Be sure to indicate the date from which the changes will apply.
3. Then the essence of the changes is summarized.
4. It is advisable to indicate the consequences if the employee does not want to accept the changes. According to Art. 77 of the Labor Code of the Russian Federation, it is supposed to terminate the agreement on the initiative of the employer, as well as the payment of average earnings for 2 weeks.
5. At the end of the document you need to enter the phrase: “The essence is clear, acquainted with the content (a). The copy was received personally. ” In a separate form, the employee puts the date of receipt, signature, full name But a person may not agree with changes in the essential terms of the employment contract. An employee has the right to transfer to another job.
6. You can enter the phrase: “I agree / disagree with the changes to the conditions.”
7. There should be a field for signature and full name The employee himself indicates whether he agrees or not with the changes.

Notification of changes in the conditions defined by the parties should be provided to each employee, if he is affected by these changes. Only then will the amendments to the contract be legal.

Pay changes

There is no single sample notification of changes in wages, but still some information in this document must be required:

1. Reasons for change.
2. The employees have a choice - consent or refusal.
3. List of vacancies.

Notification of changes in pay is provided to those workers who are really expecting changes. The requirements for it are the same as for personnel documents. Therefore, it must necessarily contain details and data of the parties, dates, conditions, signatures.

The reasons for the changes must be made, as the employees under Art. 21 of the Labor Code of the Russian Federation should know about them. The notice includes dates and a list of employees for whom these changes apply. The document is drawn up for each employee individually.

Handing over

There should not be problems with delivery if the employee is at the workplace. You just need to call him to a specialist who deals with these issues. But the situation will be more complicated if the employee is on vacation or on sick leave. Then you can use the usual methods of delivery (via mail, registered mail with receipt of receipt). The notification date will be the date the employee signed the letter.

Like other personnel matters, the notice should be drawn up carefully, based on compliance with legal subtleties. It would not hurt the head to verbally discuss with the employees about the changes. Receiving a notification should not be unexpected.

Dates of familiarization

Art. 74 of the Labor Code of the Russian Federation states that a notice must be handed in 2 months. But this can be done before. This rule was introduced to provide employees with guarantees in case they refuse the new rules. Within 2 months there will be an opportunity to find another job or to consider opportunities for the proposed vacancy.

Should not be delayed with employee alerts. It is advisable to do this as soon as possible. After all, some may not agree with the innovations, so they will have time to find a new job.

Insignificant conditions

The contract spells out conditions that are not considered material. They are optional. For example, this is the non-disclosure of any information that is protected by law. She is being studied by an employee at the time of hiring.

If the employer wants to check the employee, he needs to introduce a clause on the probationary period. Upon the admission of a new employee as a student, the obligation to practice at the enterprise after graduation is entered into the agreement. The agreement also indicates a combination, which is considered an additional condition. They also include the improvement of the social conditions of the worker and his family.

It should be borne in mind that additional conditions should improve working conditions and human life. They should also be paid attention to during employment. Random conditions are added to the contract. They are indicated if both parties agree with them. Typically, these conditions are considered a complement to the usual ones that are prescribed by law. If the agreement does not indicate anything about the occurrence of a condition, then it does not lose its force. They serve only as a supplement.

So, a notification of any changes in the work of the enterprise must be provided to all employees. That is their right. If they agree with the changes, they can continue to work in the enterprise, taking into account the new rules.