A transfer within the organization to another permanent place of work is registered in the program with a document.

The header of the document indicates:

• in the props Organization— the organization within which the transfer is made (by default, filled in from the current user’s settings);
• in the props Responsible- face from a directory Users, responsible for entering the document into the information base (by default it is filled in from the settings of the current user).

Tabular part on the tab Employees The document form is filled out with a list of employees who are transferred to another workplace. The tabular part can be automatically filled in with a list of employees selected according to any criteria (by clicking Fill in top command bar of the document).

The line in the tabular section indicates:

• in the column Employee— employee of the organization for whom the transfer is registered;
• in the column WITH— date of transfer of the employee;
• if an employee is transferred to another place of work for a certain period, then in the column By indicates the end of the period of work at the new location.
  If column By is filled out, then when posting the document, a “reminder” (scheduled personnel event) will be registered to arrange a reverse personnel transfer at the end of the transfer period. A list of personnel events scheduled for a given period of time is available for processing Scheduled HR events.
• in columns Subdivision And Job title The department and position occupied by the employee before the transfer are displayed. The columns next to each other indicate the new department and position of the employee;
• in the column Bid— the number of positions occupied for the new position;
• in the column Working hours— the employee’s work schedule at the new place of work.

Changes in the remuneration system in connection with the transfer are recorded on the tab Accruals.

If the amount of the employee’s basic accrual changes (accrual for time worked within normal limits), or the form of remuneration changes, then in the column Action value is selected Change and a new accrual amount is set (if the form of remuneration is changed, a new type of calculation is indicated).

If it is necessary to stop planned accrual, then in the column Action value is selected Stop. When assigning a new accrual - value Begin.

By button Seal you can generate a printed form of an order to transfer an employee to another job using the forms T-5 And T-5a.

Example

Employee Samoilov Yuri Aleksandrovich is temporarily transferred from 03/05/2012 to 04/30/2012 to the sales department with a salary increase of 10%. The salary increases due to an increase in the coefficient for highly productive work.

In the program, the transfer of an employee is registered with a document Personnel transfer of organizations(Fig. 1).

Changes in salary during transfer are recorded on the tab Accruals(Fig. 2).

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 a 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 the job function requires the written consent of the employee only if the employee’s place of work was determined in the employment contract indicating a specific structural unit, and it changes during the process of moving . 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 for a part-time job 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.

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 the employer to carefully 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 assigned 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 of the organization's employees. Let's consider the features of transferring or relocating an employee within an organization to a 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 entry about the transfer appears in the employee’s work book. Let us recall that the Instructions for filling out work books were approved by Resolution of the Ministry of Labor of the Russian Federation dated 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 above. 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 of the Russian Federation (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. Concluding an additional agreement to the 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 terms 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 “Contents” employment contract" among the essential terms of the employment contract, the first place is the place of work, and in the case when an employee is hired to work in a branch, representative office or other separate structural unit of the organization located in another locality, 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, reference is made to both orders of the director of the legal entity, approving both temporary and permanent transfer.

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 at 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 the legal consequences of the employee’s refusal to transfer: if he refuses a transfer offered by the employer within the same organization, the employee remains at his previous job, and if he refuses in the other three cases, he is dismissed, but for three different reasons. If the employee’s written consent to the transfer was not received, but he voluntarily began performing other work, such a transfer can be considered legal (paragraph 12 of the resolution of the Plenum of the Supreme Court of the Russian Federation of December 22, 1992 city ​​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 range of job responsibilities, an increase in the volume of work, etc. The transferred employee begins to be indignant, demand changes to the employment contract and, as a result, increase wages - a conflict situation arises. Since it is sometimes quite difficult to calculate the change in the labor function at the stage of moving an employee from one structural unit to another, it is better for a personnel specialist to play it safe in order to avoid a conflict situation in the future. The procedure for registering the movement of an employee is the same as for a transfer.

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). It is enough for the employer 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 according to 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 the 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 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 We haven’t had it in our trading company 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 the organization designed to register changes in an employee’s position, work schedule, and method of remuneration. This document must contain 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);

Dates of movement;

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, 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 the column 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 the 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 carried out.

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.

What 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.

Read also...

• How to brew thyme, recipes for making medicinal drinks
• How many grams of semolina in a spoon: tablespoon, teaspoon
• Maslenitsa: pancake boom in Arkady Novikov’s restaurants Pancake menu in restaurants
• Hero of the Civil War, commander of the Tunguska partisan detachment