What information should a staffing table contain?

What is staffing

This is a document that is used to formalize the structure of the company, composition and number of employees.
As follows from the explanations to the unified form No. T-3 (approved by Resolution of the State Statistics Committee dated 01/05/04 No. 1), the staffing table must contain a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of staff units. Traditionally, it additionally indicates the amount of wages for each position (letter of Rostrud dated March 22, 2012 No. 428-6-1). Create a staffing table using a ready-made template Try for free

A broader definition can be found in judicial practice. The judges note that the staffing table is an organizational and administrative document that contains the following information:

• structure, staffing and number of employees;
• list of structural divisions (if any);
• names of positions, specialties, professions indicating qualifications, information on the number of staff units and official salaries (see, for example, the decision of the Ussuriysky District Court of Primorsky Krai dated November 20, 2017 in case No. 2-5392/2017).

We draw up a staffing schedule (review of legislation, practical advice)

In accordance with Art. 194 of the Labor Code of the Republic of Belarus (hereinafter referred to as the Labor Code), the staffing table, along with other local regulatory legal acts (LNLA), determines the work schedule for employees.

Having a staffing table is necessary for organizations of any legal form. This is primarily due to the fact that the basis of labor relations is an employment contract, the conclusion of which requires compliance with the staffing schedule.

For information

In accordance with Art.
1 of the Labor Code , an employment contract is an agreement between an employee and an employer (employers), according to which the employee undertakes to perform work in a certain one or more professions, specialties or positions of appropriate qualifications
in accordance with the staffing table and comply with internal labor regulations, and the employer undertakes to provide the employee with the labor conditions work contract, ensure working conditions provided for by labor legislation, local regulations and agreement of the parties, pay the employee wages on a timely basis.

The staffing table is an organizational and administrative document containing the information necessary to determine the employee’s place in the general structure of the workforce, his profession (position), the size of the tariff rate (salary) and other necessary information.

As a rule, before developing a staffing table, the organizational structure of the enterprise is approved, which determines the optimal number of structural divisions, the distribution of functions between them, their subordination and interrelationships. The need to create a particular unit is determined by the employer depending on various factors: the nature of the functions performed by the unit, the goals and objectives set, their complexity.

The organizational structure may have the nature of a legal regulation (if it is approved in accordance with the procedure established in the organization) or have the status of a document not related to the legal regulation.

When preparing the staffing table, related activities are carried out:

— calculation of the number of employees, taking into account the expected volume of work (services), their labor intensity. In this case, the following types of labor standards approved by the employer are used: time standards, production standards, service standards, staffing standards, controllability standards, etc.;

— establishing the names of workers’ professions and employee positions according to the content of their work and responsibilities in accordance with qualification (tariff and qualification) characteristics;

— distribution of employees among structural services, divisions, and workplaces;

— development and approval of legal regulations defining the forms, systems and amounts of remuneration for employees (provisions on the structural divisions of the organization, job descriptions, etc.);

— determination of tariff rates (salaries) for employees.

The main governing normative legal acts that are used in drawing up the staffing table include:

— Labor Code of the Republic of Belarus;

— General provisions of the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS), approved by Decree of the Ministry of Labor and Social Protection of the Republic dated March 30, 2004 No. 34 (hereinafter referred to as the General Provisions of ETKS);

— General provisions of the Unified Qualification Directory of Employee Positions (UCSD), approved by Resolution of the Ministry of Labor and Social Protection of the Republic of Belarus dated January 2, 2012 No. 1 (hereinafter referred to as the General Provisions of the UCSD);

— intersectoral (sectoral) labor standards.

Form and content of the staffing table

Taking into account the norms of labor legislation, each employer independently determines the form of staffing, which corresponds to the principles of labor organization adopted in the organization.

As for the content of the staffing table, it is also determined by the employer. However, labor legislation requires the inclusion of the following details in the staffing table.

As a rule, the staffing table is approved in the form of an independent document, the administrative nature of which is determined by the stamp “APPROVED”. In this case, additional execution of this document in the form of an order to put the staffing table into effect is not required.

Taking into account the norms of the Instructions for record keeping in state bodies and other organizations, approved by Resolution of the Ministry of Justice of the Republic of Belarus dated January 19, 2009 No. 4 (clause 52 of the said Instructions), approval is one of the ways to certify a document after its signing. A document subject to approval acquires legal force only from the moment of its approval.

A document can be approved in two ways: by issuing an administrative document or stamped “APPROVED” by an authorized official. Both methods have the same legal force.

When a document is approved by an official, the approval stamp consists of the word “APPROVE”, the title of the position of the person who approved the document, including the specific name of the organization, his signature, a transcript of the signature and the date of approval.

The staffing table is approved by the head of the organization or the person who, in the absence of the head of the organization, performs his duties.

For example:

The necessary details of the staffing table are the date of approval and the date of its entry into force.

The staffing table is usually drawn up for a calendar year. If the employer decides to increase the tariff rates (salaries) of employees, change the organizational structure, or other significant changes, the staffing table is subject to re-approval.

Coordination of the staffing table may be provided for by special legislation or legal regulations. If approval is necessary, a corresponding stamp will be drawn up.

For example,

approval stamp with the trade union organization:

AGREED

A protocol of a meeting

elected trade union body

RUE "Systems"

27.12.2016 № 34

Data on the tariff rate of the first category, tariff categories and the corresponding tariff coefficients are indicated in the staffing table if the organization uses a tariff system for remuneration of labor (for example, based on the Unified Tariff Schedule for Employees of the Republic of Belarus (UTS), tariff schedule (TS), approved by the organization).

In accordance with Art. 61 of the Labor Code, remuneration of workers is made on the basis of hourly and (or) monthly tariff rates (salaries) determined in a collective agreement, agreement or by the employer, and in budgetary organizations and other organizations receiving subsidies, whose employees are equal in wages to employees of budgetary organizations , – the Government of the Republic of Belarus or an authorized body.

Important!

Since, in accordance with the law, when concluding an employment agreement (contract), a tariff rate (salary) is established for an employee, it is advisable to determine its size for each profession (position) in the staffing table.

Taking into account the fact that tariff rates (salaries) of employees may provide for various types of increases (labor incentive measures in accordance with Decree of the President of the Republic of Belarus dated July 26, 1999 No. 29 “On additional measures to improve labor relations, strengthen labor and performance discipline”, other increases ), the staffing table, as a rule, indicates all components of the tariff part of the employee’s salary.

Important!

By decision of the employer, the staffing table may indicate only tariff rates (salaries) without taking into account increases. This content of the staffing table involves maintaining additional information about other payments under wage systems in the so-called. staff book.

The form of the staff book as a personal legal document is also subject to approval by the employer.

According to the General Provisions of the ETKS, the names of workers' professions are established in strict

in accordance with ETKS.

Important!

It is not allowed to include in the staffing table the names of workers' professions that contain any clarifications other than those contained in the name itself, as well as the use of double names of workers' professions, except when the name itself is double (for example, “plumber-fitter”, “layer-layer”). packer”, etc.).

In practice, in some cases, the employer needs to entrust the employee with a labor function in two professions within the framework of one employment agreement (contract).

In such cases, it is advisable to split the corresponding position in the staffing table under one serial number into two components with the names of professions. At the same time, for each profession the calculated share of the tariff rate is established, as well as the tariff rate (monthly or hourly).

Example of an entry in the staffing table:

Important!

The names of workers' professions may be clarified to indicate the type of equipment (mechanism) assigned to the worker. This is possible incl. in cases where the names of the workers' professions are the same. It should be borne in mind that such a clarification does not form the name of the profession.

Example of an entry in the staffing table:

According to Art. 61 of the Labor Code, assignment of work performed to specific tariff categories (positions) and assignment of appropriate qualifications to employees is carried out in the manner determined by the collective agreement, agreement or employer in accordance with ETKS, ECSD, and other qualification reference books approved in the prescribed manner.

At the same time, the procedure for establishing the names of employee positions is regulated by the norms of the General Provisions of the ECSD.

Thus, the General Provisions of the ECSD define the concepts of “basic job title” and “full job title”.

Basic job title – the main job title of an employee, which is contained in the national classifier “Professions of workers and positions of employees” (OKPD) and is defined in the corresponding qualification characteristics.

Full job title - a specific job title of an employee, specifying the nature of the labor function performed by him, specialty, field of activity, mode and (or) place of work, etc. It is established by adding additional information to the basic job title, as well as the names of derivative positions according to Table 11 OKPD. In this case, the corresponding addition to the basic job title can be placed directly in it, after it, as well as before it. The code of the full name of the position is determined by the code of its basic name.

If an employee is entrusted with responsibilities for two positions with the establishment of a double position title, then the condition for establishing a dual position title is the presence of the components of this name (derived name) of the position in the OKPD. At the same time, the duties assigned to the employee for each position must be related in content, equal in complexity and in the level of qualification of the employee (for example, deputy head of department - head of department).

The establishment of job titles for employees is carried out depending on the nature of the work performed, constituting the content of their work (organizational-administrative, analytical-constructive, executive).

For information

In accordance with the General Provisions of the ECSD:

— the category “Managers” (category code – 1) includes employees who, within certain powers, carry out organizational and administrative (leading, organizing, directing, coordinating and controlling) functions in relation to the organization, the corresponding structural (separate) divisions, employees, areas of activity ;

— the category “Specialists” (category code – 2) includes employees performing analytical and constructive functions, having special knowledge, skills, abilities and experience in a certain type of professional activity, having a higher education (specialists of the highest level of qualification) or secondary specialized education (specialists average level of qualification) education confirmed by the types of documents established by law.

Important!

It is unacceptable to introduce into the staffing table the positions of chief specialists as specialists and the indicated positions as part of structural divisions.

For information

In accordance with the General Provisions of the ECSD, the title of a position using the derivative “chief” can be established for the positions of managers, provided that they are subordinate to a structural unit (structural divisions), subordinate employees in the type (direction) of the organization’s activity specified by the title of the position (“chief mechanic", "chief power engineer", "chief economist", etc.). The exceptions are the positions of “chief engineer” and “chief accountant”.

The number of staff units is necessary for the purposes of statistical personnel accounting, as well as to control the number of employees.

Thus, the staffing table establishes the number of employees, staffing and reflects the organizational structure.

Important!

There are cases when staffing is not included

professions of workers for whom piecework wages are established. This is recognized as a violation of labor legislation, since taking into account the provisions of Art. 1 of the Labor Code, the staffing table includes all professions of workers (employee positions) with whom employment agreements (contracts) are concluded.

If necessary, the staffing table may include other information that is applied continuously or periodically. For example, the “Note” column may indicate for what period a particular profession (position) is being introduced, the fact that the employee is on parental leave until the child reaches the age of 3 years, etc.

According to the author, it is advisable to indicate the names of employees in the staffing table. However, in all cases the decision is made by the employer.

Information on additional incentive and compensatory payments (above-tariff part of wages)

The staffing table, as a rule, indicates only the tariff part of the salary, and payments of a variable nature are provided for in other legal regulations.

In particular, bonuses for the complexity and intensity of work are determined by the legal regulations governing the procedure and conditions of remuneration, and their amount is established by order of the employer.

Bonuses are also not indicated in the staffing table, since this type of payment is a remuneration based on the results of financial and economic activities, and bonuses are paid at a specified frequency (month, quarter) depending on the fulfillment of certain indicators based on the order of the employer.

Maintaining staffing schedule

The staffing table is drawn up in the organization by a specially authorized person of the employer. As a rule, this is a labor economist.

For information

The qualification characteristics of the position “labor economist” provide for the performance of work on maintaining the staffing table in accordance with the approved management structure, current standards, and making changes to it.

If the organization does not have a labor economist on staff, this work can be performed by other employees of the economic service with the participation of personnel and legal services.

In small organizations, if there is no economic service in their organizational structure, the development of the staffing table can be dealt with by the chief accountant, legal adviser or other person authorized by the employer.

Important!

In order to avoid controversial issues, the employer must include in the list of the employee’s job responsibilities the functions of maintaining the staffing table.

Making changes and additions to the staffing table

Due to organizational, economic or production reasons, the employer’s staffing table may change: new positions are introduced or eliminated, the tariffs for employees, the conditions and amounts of remuneration for their labor change, etc.

In these cases, appropriate changes must be made to the staffing table. Such changes can be formalized by approving a list of changes with the appropriate stamp.

For example:

Changes and additions to the staffing table
of RUE "Systems"
Make the following changes and additions to the staffing table:

1.

2.

In order to streamline office work in relation to maintaining the staffing table, it is recommended that all changes and additions be made simultaneously as they accumulate (for example, at the end of the reporting month).

Irina Nikolaevna NOVIKOVA,

labor and payroll consultant

fees and social policy

Ministry of Energy of the Republic of Belarus

Who and why should compile

In the Labor Code, the staffing table is mentioned twice - in Part 1 of Article of the Labor Code of the Russian Federation, which contains the definition of labor relations, and in Part 2 of Article of the Labor Code of the Russian Federation, where the concept of the employee’s labor function is given. In addition, paragraph 3.1 of the Instructions for filling out work books (approved by Resolution of the Ministry of Labor dated October 10, 2003 No. 69) states that the name of the position (job), specialty, profession is indicated as it is recorded in the staffing table. Thus, without a “staff” it will not be possible to correctly draw up an employment contract or make an entry in the work book.

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IMPORTANT. If an organization or individual entrepreneur plans to enter into an employment contract with at least one employee, you must first draw up a staffing table.

Most often, the staffing table is required to be presented during inspections by the Labor Inspectorate. But this does not mean that it can be issued “retroactively” if the employer is included in the “labor” inspection plan. This document may also be requested by controllers from the Social Insurance Fund when determining the correctness of the calculation of contributions (clause 91 of the guidelines; approved by Resolution of the Social Insurance Fund dated 04/07/08 No. 81). Pension Fund specialists have a similar right as part of the verification of individual information (clause 2 of Appendix No. 1 to the methodological recommendations; approved by Resolution of the Pension Fund Board of January 30, 2002 No. 11p). Tax authorities can also request a staffing table if they decide that this document relates to the activities of the taxpayer being inspected (clause 1 of Article 93.1 of the Tax Code of the Russian Federation, letter of the Ministry of Finance dated October 9, 2012 No. 03-02-07/1-246).

Receive requirements from the Federal Tax Service and send requested documents via the Internet

There is another reason to create a staffing table. It is indispensable in disputes regarding dismissal due to reduction in numbers or staff. It is this document that can confirm that changes have indeed occurred in the structure of the organization, which means that the reduction was real and not fictitious.

What are the consequences of lack of staffing?

This violation is subject to administrative liability under Part 1 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation. The fine for an organization is from 30,000 to 50,000 rubles, for individual entrepreneurs and officials - from 1,000 to 5,000 rubles. The Labor Inspectorate or the court has the right to impose this punishment.

Other sanctions are possible for the absence or failure to provide the “staffing” at the request of the controllers. For example, tax authorities can issue a fine of 200 rubles. on the basis of Article 126 of the Tax Code of the Russian Federation, if the organization or individual entrepreneur does not present this document. In addition, there will be additional tax charges due to the fact that certain expenses or amounts of insurance premiums turn out to be unconfirmed.

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Staffing requirements

This document will be legal if it contains the following information: a list of structural divisions, names of positions, specialties, professions indicating qualifications, number of staff units and salary for each position. You must also indicate that the document is called “Staffing Schedule” and provide information about the specific employer. In addition, it is advisable to indicate the document number according to OKUD - 0252251.

The easiest way to comply with these requirements is to use the unified form No. T-3 (approved by Resolution of the State Statistics Committee dated January 5, 2004 No. 1). Employers in the private sector have the right to decide for themselves whether they will use this form or develop their own. This has been repeatedly confirmed by Rostrud (letters dated 01/09/13 No. 2-TZ, dated 01/23/13 No. PG/409-6-1 and dated 02/14/13 No. PG/1487-6-1).

ATTENTION. Form No. T-3 indicates another OKUD document number - 0301017, which corresponds to the unified system of primary accounting documentation for labor accounting and payment. If desired, this code can be supplemented with code 0252251.

staffing table.

Procedure for accepting the ShR

The staffing table is compiled by any official of the organization to whom such powers are delegated (manager, accountant, human resources specialist). When drawing it up, it is necessary to rely on the norms of labor legislation and internal acts of the organization. In particular, these may be:

-Charter;

— enterprise structure (if any);

— accounting policy;

— professional standards;

— calculations of monthly official salaries;

— other legal and regulatory technical documents.

Sometimes, before drawing up the HR, another personnel normative act is drawn up - the structure of the organization: a diagram of all divisions, their relationship and subordination. This form is also not mandatory, but it is easier to draw up a ShR on its basis.

The staffing table can only be approved by an order signed by the head of the organization or another authorized person. Moreover, the right to issue such orders must be initially secured in the constituent documents. A round seal is not placed on this document, even if the organization uses it. The SR must be signed by the one who compiled it, and in the upper column it is necessary to enter the details of the relevant order and certify them with the signature of the manager.

Important nuances

When defining professions and positions, you cannot take their names, as they say, “out of thin air.” You should adhere to the names contained in qualification reference books or approved professional standards. Moreover, in some cases this is mandatory: Article 57 of the Labor Code of the Russian Federation stipulates that if any positions, specialties or professions are related to the provision of compensation and benefits or the presence of contraindications, then their names must strictly coincide with the names and requirements from regulatory documents , i.e. professional standards and reference books. Similar requirements apply to specialists who have the right to early retirement.

In this case, you should also be guided by lists 1 and 2 of production, work, professions, positions and indicators that give the right to preferential pensions (Resolution of the USSR Cabinet of Ministers of January 26, 1991 N 10 and Resolution of the USSR Council of Ministers of August 22, 1956 N 1173). If these requirements are neglected, then an employee whose work book will indicate an actually fictitious profession may have problems when applying for a pension. And entries in the labor record can only be made in accordance with the staffing table and the employment order. In addition, for failure to comply with the requirements of the Labor Code of the Russian Federation, an administrative fine may be imposed on the employer.

Another difficulty may arise when the SR needs to indicate not a profession or position, but a specific type of work. This issue is not regulated by law, but in practice, employers are often forced to indicate exactly the type of work in order to avoid problems when confirming a reduction in staff or number of employees. This is necessary when there are also positions in the organization. In this case, you can use the Procedure for using unified forms of primary accounting documentation, approved by Decree of the State Statistics Committee of Russia dated March 24, 1999 N 20. This document states that the management of the organization can issue an order (instruction) and indicate all additional details to be entered into the form T-3. If the organization uses only types of work and the number of employees is small, the ShR may not be compiled.

Freelance employees

Another difficulty that HR officers encounter when drawing up staffing schedules is related to freelancers. Such employees can be considered persons who cooperate with the organization on the basis of civil contracts. By virtue of Article 11 of the Labor Code of the Russian Federation, they are not subject to either labor legislation or other acts containing labor law norms. Therefore, they have nothing to do with ShR, because they perform one-time jobs. However, in practice, freelancers sometimes include workers employed on the basis of an employment contract and performing a specific type of work. If the employer has not issued an order and has not included such work in the SR, a peculiar situation arises: there is no position, but there is an employee. It is advisable to avoid such situations.

How to approve staffing

It is necessary to issue an order or instruction from the employer to approve the staffing table. This order is drawn up in any form. It should have made it clear what kind of staffing schedule is being adopted and from what date it will be put into effect. In this regard, it is advisable to formalize the approved staffing table as an appendix to the order.

The details of the order are indicated in the header of the staffing table. Form No. T-3 provides special columns for this.

There is no need to put a stamp on the staffing table. The document can be applied immediately after it is put into effect by the relevant order.

There is no need to familiarize employees with the staffing table (letter of Rostrud dated May 15, 2014 No. PG/4653-6-1).

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How to make changes to the staffing table

An adjustment is necessary if new positions have appeared in the organization, old ones have been abolished or renamed, or salaries, the number of employees, or the structure of the enterprise have changed. The procedure for making such amendments is not regulated by law.

There are two ways to do this. The first is to draw up a new (changed) staffing table to replace the previous one. The new document is approved by order. The second way is to correct the current “staff”. To do this, an order to make changes is issued.

An employer can combine both methods. For example, with minor amendments (renaming, adding, deleting one of the positions, changing the number of staff units or salary for one of them), you can issue an order for changes. And in case of more global adjustments, approve a new staffing table.

The “summarizing” method is also practiced, which involves summarizing the changes made during the year by individual orders. In this case, from January 1 of the following year, a new staffing table is approved, taking into account all amendments.

How changes are made

The staffing schedule must include reliable data throughout the entire period of validity. Due to the fact that it is included in the package of documents that regulatory authorities are often asked to provide during inspections, it is necessary to apply to it all changes occurring at the enterprise in a timely manner.

The process of changing the staffing table is directly dependent on the number of adjustments that need to be taken into account. If there are a significant number of them, then it would be better to cancel the old form and issue a new one, which will already take into account all the adjustments.

If the number of corrections is not very large, then the responsible employee issues an order to make changes to the staffing table.

Most often in such cases there is a need to make changes to the document:

• New divisions or departments are created;
• New positions are being introduced;
• The names of positions that have already been added to the staff are changed;
• Employees' salaries or tariff rates change;
• It was decided to eliminate a position, department, etc.

In a situation where the adjustments being made will affect the current working conditions of the employee (for example, his position is changing), then before making such a change, written consent to this action must be obtained. And once the necessary information has been entered into the document, you need to sign an additional agreement with this employee that will take these changes into account.

The accepted form must also be familiarized with the performers who will be involved in the preparation of all necessary documents. Also, all existing employees who will be affected by the changes will also need to be added to the familiarization sheet.

When new positions need to be added to the staffing table, the order will need to indicate in a list their name and how many units are being added. Typically, such forms are accepted immediately, without additional approvals. However, it may be required when the introduced positions will in any way affect the employee’s existing positions.

If the administration decides to reduce staff, the order lists the names of positions, the number of units to be withdrawn and the date from which the order will be considered valid.

Important! When carrying out a reduction, one must not forget that this is a very long process with a mandatory procedure. It will be mandatory to notify both the laid-off workers themselves and government agencies.

The period in which everyone must be notified ranges from 2 to 3 months, based on the number of employees being dismissed. The regulations also specify those employees who cannot be laid off in any situation.

Frequency of document preparation and storage periods

Labor legislation does not oblige employers to periodically re-approve the staffing table. Accordingly, this is done only when necessary - when any new inputs appear (positions, numbers, departments, salaries, etc.). If everything is stable in the organization and the structure does not change, then the once approved staffing table can exist indefinitely.

The period during which changes must be made to the staffing table in connection with changes in the company structure has not been established. However, you must remember that on the basis of this document, information is indicated in employment contracts and work books. Therefore, the updated staffing table must be entered in advance, that is, before the dates for drawing up an employment contract or making an entry in the work book.

IMPORTANT. How long should the staffing table be kept in the organization that approved it? Constantly (clause 40 of the list of standard management archival documents, approved by order of the Federal Archive of Russia dated December 20, 2019 No. 236;). In other words, it must be kept throughout the existence of the organization, and upon its liquidation, it must be transferred to the state or municipal archive.

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Sample of filling out the staffing table for 2021

A new staffing table has been introduced at Labyrinth-2019 LLC (order No. 74OK). The structure of the organization includes 7 divisions, including AUP, accounting, human resources department, sales department and household department. The total number of employees is 16.5 units. At the same time, a cleaning lady (with a full-time salary of 12 thousand rubles) is registered at 0.5 times the rate.

Taking into account these data, we will fill out the staffing table according to Form No. T-3.

In conclusion, we note that if the employer, when drawing up the staffing schedule for 2021, adheres to the simple rules discussed above, this will protect him from problems during inspections by regulatory authorities. And timely reflection in the “staff” of changes in the structure of the company will allow you to avoid conflicts, including if it is necessary to dismiss employees “due to layoffs”.

Is this a required local document?

The staffing table is not included in the list of mandatory acts that must be created in each organization. However, in some situations its existence is a legal requirement. These types of cases include, in particular, staff reductions.

The Labor Code of the Russian Federation requires that the employee’s profession and the remuneration established for him correspond to the existing staffing schedule in the organization.

From this requirement it follows that staffing must be issued to all employers, both firms and entrepreneurs. But on the other hand, if an entrepreneur works independently, then he does not need to create and apply a staffing table in his activities.

Any enterprise must have a number of specific regulatory documents that are valid only within the company itself. Provisions of these regulations may include the firm's obligation to create and implement staffing schedules. Responsible persons must take this feature into account.

Important! This form must be drawn up in the organization if there is a reference to it in employment contracts.

The legislation establishes that public sector enterprises must have a staffing table.

During inspections, regulatory authorities often require this document to be provided, so it is better for the company to develop it to avoid problems. Many inspectors who come from labor inspections can even hold the company accountable in the form of a fine for failure to formalize the staffing table.