Sample order for replacing a temporarily absent employee

Reasons for substitution

A variety of circumstances may serve as a reason for replacing any of the personnel. The most common:

one of the employees going on sick leave;
going on maternity or planned regular leave;
going on a business trip, etc.

It should be noted that in such cases a temporary deputy is not always appointed.

This is usually required when the absence lasts more than three working days or when the employee’s duties are so significant that without them the normal day-to-day activities of the company are impossible.

Order on assigning the duties of a personnel officer to the sample

The person acting as the general director must have a power of attorney to manage the current activities and represent the interests of the organization. It can be appointed by the founders in cases where the position of director is vacant. When a new manager is appointed, the part-time employee who represented the interests of the enterprise in the person of the acting director continues to work in his main position. For information about part-time work, see the material “Registration of combining positions in one organization.” Appointment of an interim general director When an employee is temporarily transferred to the position of manager, the employee is relieved of his previous duties for the period of the transfer. In this case, it is necessary to draw up both an additional agreement to the employment contract and a transfer order using the unified form No. T-5.

Order on assigning duties for maintaining the control center

Maybe the chief accountant will happily agree, or maybe he will recommend someone... You can assign HR accounting responsibilities to any employee, as long as he has enough time and education. If Zulfiya works for you as a cleaner, then do not rush to fill out an order for her.

First, send her to Russian language courses (this way you can at least avoid distortion of words and lack of meaning in sentences). Half the job done! The candidate was selected. Go ahead.

And who is the personnel officer?!

Answer: How to formalize the performance of work (of a long-term or one-time nature) that is not part of the employee’s job responsibilities

An employee's performance of work that is not part of his job responsibilities can be arranged in one of three ways: The choice of option depends on the nature of the additional work and the frequency with which the employee must perform it.

Assigning the duties of the chief accountant to the general director

These orders contain personal data, but the “weight categories” of personal information in them are disproportionate: the fact that the employee is engaged in personnel records is not a secret (it is unlikely to be hidden from others), but the amount of his remuneration is confidential personal information that is not accessible to outsiders. no need to know. Both orders are issued on the same day. MANDATORY HR DOCUMENTS There are documents that are required to be in every organization - any audit will request them first. If the secretary is now responsible for personnel records, then this mandatory recruitment will have to be ensured as soon as possible. We present a list of these documents in the form of a table with explanations. We will not number the documents - their degree of obligation is the same and is the highest. This list is not exhaustive.

The procedure for appointing someone responsible for personnel records management

So, if the main activity of the organization is production, then, most likely, it will be necessary to develop a shift schedule, approve production standards, a list of positions and professions with hazardous working conditions, work in which gives the right to additional leave, and that’s not all. Only, these documents should no longer be developed by a secretary with the responsibilities of a personnel officer assigned to him, but by a whole team, which includes a labor economist and a labor protection specialist. Can the secretary develop all the listed LNAs independently? Probably yes. But it’s better not alone, but in tandem with the chief accountant or head of the organization. First of all, this applies to those LNAs that establish the procedure for remuneration of workers.

If the secretary is also a personnel officer

And also: -the employee must agree to the combination; - the period during which the employee will combine another job is established by agreement of the parties (for example, before an employee is found for the vacant position); -an employee must combine different positions (professions) in the same organization (otherwise it will be an external part-time job); - the employee will perform both his main and his additional work within the established working hours (usually eight hours a day) (otherwise it will be an internal part-time job). In order for an employee to register a combined profession as a HR specialist, you will need to enter at least 0.5 of the HR specialist rate into the staffing table. From the point of view of labor legislation, this option seems to be the most appropriate.

Order on assigning HR duties to the chief accountant

In the article we will tell you how a secretary can lay the foundation for a future personnel department and an archive of documents on personnel, how to formalize his responsibilities for conducting personnel records and comply with the required minimum of labor legislation. SECRETARY-PERSONNEL OFFICER: ASSIGNMENT OF RESPONSIBILITIES According to part one of Art. 60.2 of the Labor Code of the Russian Federation, it is possible to assign additional duties to an employee that are not provided for in the employment contract only for additional payment. You can’t just “make happy” a secretary with new responsibilities. Their assignment is formalized by order. Moreover, we recommend preparing two orders. In the first (organizational) it is necessary to appoint an employee responsible for maintaining personnel records (Example 1). In the second (for personnel) - assign responsibilities, specify the amount of payment and provide the employee’s consent (Example 2).

Sample order on assigning HR duties to the chief accountant

Rules for maintaining work books). There should be several keys to the cabinet: one for the secretary, another, for example, for the chief accountant.

We formulate cases by year. We talked above about organizing files by year in accordance with storage periods.

In the same way, files with orders on personnel and documents of dismissed workers (employment contracts and personal cards) are formed.

We draw up an inventory of personnel cases. As for the inventory of personnel files, it is obligatory to maintain it under clause.

Orders for personnel - 5 years (clause “b” (2) of the 2010 List) or 50 years (clause 2 of Article 22.1 of the Federal Law of October 22, 2004 No. 125-FZ “On Archival Affairs in the Russian Federation”, as amended dated June 18, 2017; hereinafter referred to as Federal Law No. 125-FZ). Secondly, upon liquidation of the organization, orders for personnel will be transferred to state storage. The likelihood that orders on core activities will be of interest to the Archival Fund of the Russian Federation is very low, so they will most likely be destroyed. Nuances of case formation. Orders for personnel are formed into cases during the calendar year. There must be at least two cases: the first - with a shelf life of 5, the second - 50 years. In the future, when there are more orders for personnel, the number of cases will also increase. Questions and answers on the topic

Is it legal to increase the number of legal entities in a certain time period?
Who belongs to the AUP and who belongs to the engineering and technical personnel? For example, a foreman in a workshop?
In which organizations should the position of scientific secretary be established?
Is it possible to register several people for one staff unit?
How to issue an order to store a first aid kit?

Question Please tell me, in an organization of 8 people, HR responsibilities are performed by the chief accountant. There is no position of HR inspector in the staffing table. Is it necessary to issue an order to the chief accountant to assign the duties of a personnel inspector and add the position to the staffing table? Answer If the organization does not have a personnel officer, this does not relieve the employer from the need to prepare documentation for personnel.

Order on assigning HR duties to the chief accountant sample

If the director has the right and considers it possible to take over the accounting, he must also issue an appropriate order for the organization: If there is an accountant at the enterprise, then during his absence it is necessary to assign accounting responsibilities to another employee. This can be formalized by an order to perform duties or combine positions.

If the enterprise does not have an employee who could cope with such a position, and there is no one other than the director to delegate the duties of the chief accountant, an order is issued for the director to combine these positions. In addition, an additional agreement to the employment contract is drawn up, which specifies the duration of the combination, the amount of additional payment for it and the reason for the accountant’s absence.

See also: Who can file a missing person report?

Order on assigning HR duties to the chief accountant 2017

We did not talk about them in the “Mandatory HR Documents” section, because these are not local regulations, but documents that apply to each employee personally. All of them are mandatory: • employment contract – in accordance with Art. 56

Who can be appointed

In order to start the process of replacing a temporarily absent employee, you must first select the right candidate for a replacement.

This must be a person with sufficient qualifications, education and experience.

He can work in any position within the company (in this case, you will also need to obtain his written consent) or hired “from the outside” on a part-time basis.

In some situations, to replace a valuable “personnel” who has been absent for a long time, a new specialist is hired - then a separate fixed-term employment contract must be concluded with him, indicating a specific limited period of validity.

What are additional responsibilities?

Additional responsibilities are those responsibilities that are not specified in the employment contract. They are performed on a par with basic professional functions. Their definition is fixed in Article 60.2 of the Labor Code. The manager can assign additional responsibilities to any employee depending on the existing need. However, some restrictions still exist. In particular, the assignment of responsibilities is possible only if these conditions are met:

Availability of written consent of the employee.
Documentation, drawing up orders for the assignment of additional functions.
There are reasons to increase the amount of work (for example, one of the employees is temporarily absent).

As a rule, work is redistributed between employees in the absence of one of the specialists for a valid reason (illness, vacation). The procedure is also relevant if the work can only be performed by a person with a certain specialty, but this position is not in the staffing table. Work can also be redistributed within one profession. For example, the company had 2 engineers. One of them was fired. The functions of the dismissed specialist were transferred to the current specialist.

When redistributing functions, it is necessary to take into account the specialist’s workload and his professional qualities. The manager must be confident that the employee will cope with the responsibilities assigned to him.

What to take as a basis for an order

All developed orders must be based on something. In particular, each such order must have a documentary basis and justification.

The basis may be either an article of law directly related to the essence of the order, or an internal document of the company (for example, some act, Accounting Policy Regulations, an official or memorandum). With justification, everything is simpler - this is the real reason for which the order is issued.

Who must sign an order to replace a temporarily absent employee

The order refers to those documents that always come from the top management of the enterprise.

Therefore, this document must be signed either by the director of the organization personally or by an employee who temporarily performs his duties. Also, all persons in respect of whom it was issued and those responsible for its execution must sign the order.

Thus, all the above-mentioned employees will testify that they are familiar with the order and are ready to carry it out.