DEVELOPMENT OF STAFF SCHEDULE

ORDER
On the assignment of responsibilities for preparing a draft staffing table.

Due to the need to develop a staffing table,
I order:
1. Assign responsibilities for developing a draft staffing table
for deputy general director By financial matters Sidorova V.E.
2. Coordinate the draft staffing table with the heads of all departments.
3. Set the deadline for creating a draft staffing table by December 2, 2019.

The staffing table is drawn up for a specific date, usually approved on January 1 annually and put into effect by order of the head of the organization; as necessary, changes may be made to it (also by order).
But re-approval of the staffing table for the coming year is not necessary if minor changes have been made to it (in this case, a list of changes is drawn up) or they have not been made at all.
In this order, in contrast to the standard form of an order for the main activity, there is no stating part, and the order can begin immediately with the words “I ORDER”, since no additional explanations are required to put the staffing table into effect. Although you can indicate the reasons (if any) why the new staffing table is approved.
An example of the text of an order approving the staffing table:

ORDER
On approval of the staffing table

I ORDER:
1. Approve the staffing table dated December 25, 2018 No. 04 with a composition of 45 (forty-five) staff units with a monthly wage fund of 967,345 (nine hundred sixty-seven thousand three hundred forty-five) rubles.

It is necessary to pay attention to the fact that in the employee’s employment contract the job title must correspond to that specified in the staffing table.
If in accordance with federal laws Since the performance of work in certain positions, specialties or professions is associated with the provision of benefits or the presence of restrictions, then the names of these positions, specialties or professions and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation (Article 57 Labor Code of the Russian Federation).
At the moment, there are the following reference books that you can use when establishing a profession (position) in the staffing table:
ETKS - Unified Tariff and Qualification Directory of Work and Professions of Workers;
Unified qualification directory for positions of managers, specialists and employees;
OKPDTR - All-Russian classifier of workers' professions,
employee positions and tariff categories.
Used to create staffing schedules form No. T-3 Album of unified forms of primary accounting documentation for labor accounting and payment, approved by the Resolution of the State Statistics Committee of Russia dated January 5, 2004. No. 1.
It should be remembered that the unified forms cannot be shortened(all form details must remain unchanged), but additions can be made to them. If you do not need some section of the unified form (for example, in your organization there is no such thing as an “allowance”), the corresponding column of the form can be narrowed and simply not filled out.
The order of arrangement of structural units and positions in them is determined by the head of the organization.
Each structural unit must include full-time positions for all categories of personnel, indicating their specialty, from senior to junior level.
The total number of staffing units according to the staffing table must correspond estimated number of payroll provided in the estimate.
The names of structural units and positions in them are written in the nominative case in accordance with the lists of employee positions and blue-collar professions approved in qualification reference books.
Special attention it is necessary to pay attention to the correspondence of these names for workers employed in heavy work, work with harmful, dangerous and other special conditions labor, i.e. preferential category when applying for a pension.
The staffing table contains the total number of staff units.
In column 4 “Number of staff units”: for positions that require the maintenance of an incomplete staff unit, taking into account the characteristics of part-time work, it is indicated in the corresponding shares - 0.25; 0.5; 0.75.
As the results of inspections by the Rostrudinspektsiya show, greatest number shortcomings is revealed when filling out the “salary” column of the staffing table.
When filling out this column, entrepreneurs often make mistakes by indicating a range of values, for example, 5,000 - 7,000 rubles. It is clear that two people occupying the same positions in the same organization can work differently and receive different salaries. To reflect such features in the staffing table, there is special column "surcharges" or they introduce staff positions of essentially the same type: lead manager and manager or assistant manager, senior economist and economist, but whose official salaries are different.
must be approved at least once a year, and it does not have to be brought to the attention of employees.
The main purpose of the staffing table is to be able to prove in court that in the event of the dismissal of any employee under paragraph 2 of Article 81 of the Labor Code of the Russian Federation (reduction in the number or staff of employees) that the organization did not have the opportunity to employ this employee and that his dismissal was legal, that is the rule was not violated priority right to remain at work (Article 179 of the Labor Code of the Russian Federation).
In the event of a labor dispute, the first step will be to request the staffing table. If it was not drawn up in advance and competently, but in a hurry and specifically for the court, then it will be very difficult for the defendant - the employer - to win such a dispute.
The staffing table should be stitched, numbered, sealed with the seal of the organization and the signature of the head. They sign him Chief Accountant and heads of structural divisions. If the staff is large and the staffing table takes up several sheets, then the chief accountant, at his discretion, can sign each sheet or put his signature once (at the end of the document). After this, the staffing table is approved by order of the manager or his authorized person and comes into force.

Option for filling out form T-3
(click on the picture to enlarge the image)

ORDER OPTION

Parus LLC

On approval of the staffing table.

I ORDER:

1. Approve and put into effect from January 1, 2019, a staffing table in the amount of 150 (one hundred fifty) units with a monthly wage fund of 2,915,469.14 (two million nine hundred fifteen thousand four hundred sixty-nine) rubles 14 kopecks.
2. Staffing dated 10.29.18. No. 4 to be considered invalid
from January 1, 2010.
3. Head of the HR Department M.Yu. Bubnova, heads of structural divisions in accordance with Article 57 of the Labor Code Russian Federation be guided by the approved staffing schedule when hiring and transferring employees of Parus LLC to another job.

I have read the order:

Making changes to the staffing table

There are two ways to make changes to the staffing table.
Firstly, you can change the staffing table itself. New staffing table next registration number approved by order for the main activity.
Secondly As a rule, when changes made to the staffing table are not significant, they can be formalized by means of an order for the main activity.
If changes are made to the staffing table by order, then the order header could be as follows:
"On amendments to the staffing table";
"On changes in staffing";
"On a partial change in the staffing table."
IN as a basis The order may indicate the following reasons:
- improvement organizational structure companies;
- carrying out activities aimed at improving the activities of individual structural units;
- reorganization of the company;
- expansion or reduction of the company's production base;
- changes in legislation;
- optimization of management work;
- planning and economic calculations of the personnel department,
elimination of duplication of functions, etc. Option for filling out form T-3

ORDER OPTION

Limited Liability Company "Parus"
Parus LLC

On changes to the staffing table.

In connection with the implementation of measures aimed at optimizing management work, -
I ORDER:

Make the following changes to the staffing table No. 462-l dated October 29, 2018, effective January 1, 2019:
1. Exclude:
1.1 Organizational department:



- the position of clerk in the amount of 1 full-time unit with a salary of 6,527.57 rubles;
1.2 Administrative and management unit
- position of economist in the amount of 1 full-time unit with a salary of 10,979.10 rubles;
2. Enter:
2.1 Administrative and management unit
- position of senior economist in the amount of 1 full-time unit with a salary of 13,226.73 rubles;
- the position of legal adviser in the amount of 1 full-time unit with a salary of 8,654 rubles;
- the position of chief of staff of civil defense and emergency situations in the amount of 1 staff unit with a salary of 7,981 rubles;
- the position of labor protection engineer in the amount of 1 full-time unit with a salary of 10,729.58 rubles;
- the position of clerk in the amount of 1 full-time unit with a salary of 6,527.57 rubles.
Reason: plan to improve the organizational structure of Parus LLC.
Director signature N.K. Trubnikov
I have read the order:

Making changes to employee documents when changing the staffing table

When a change in staffing occurs, it is necessary to correctly assess the changes occurring in connection with this.
When new positions are added to the current staffing table, old ones are eliminated, the name of a position is changed, new departments are created, then often these processes affect existing personnel, and then it is necessary to make changes and adjustments to personnel documents employees depending on what changes are introduced.
It can be:
1) renaming the position;
2) translation;
3) renaming the department;
4) assignment of additional responsibilities;
5) changes in salaries.
In all these cases, the employee personnel service It is necessary to carry out different procedures for processing personnel documents.
Let's consider all these options separately.
1. Renaming a position occurs when an employee working at a given time and performing certain duties does not change anything that would entail a change in his work function or normal workday routine. However, it must be remembered that according to Art. 57 of the Labor Code of the Russian Federation, the name of the position, specialty, profession is an essential condition of the employment contract. Article 73 of the Labor Code of the Russian Federation provides that for reasons related to changes in organizational or technological working conditions, at the initiative of the employer, changes to the essential conditions of the employment contract determined by the parties are allowed. Required condition- as a result of such changes labor function employee must remain unchanged. In addition, part 2 of Art. 73 of the Labor Code of the Russian Federation also establishes a special procedure for such changes - the employee must be warned in writing no later than 2 months before their introduction.
Thus, in the case of renaming a position, in addition to making changes to the staffing table (by issuing an order on the main activity), it is necessary to obtain the written consent of the employee. If the employee does not agree, he should act in the manner prescribed by Art. 73 Labor Code of the Russian Federation. After this, appropriate adjustments are made to the personal T-2 card and work book.
An example of making an entry:

In connection with the change in staffing schedule No. 12 dated September 24, 2018. I order:
1. Rename the position “reception secretary” to the position “secretary of the management staff”.
2. Make changes to personnel and accounting documentation before March 10, 2019.
3. Appoint HR department specialist A.V. Panina as responsible.
and chief accountant Sokolov L.D.

An example of making an entry in a work book.

In the event that the name structural unit specified in the employee’s employment contract, then its renaming (change of name, for example, instead of “marketing department” - “department marketing research") in the absence of a change in the employee’s labor function or other significant working conditions, is carried out in the same way as a change in the name of the employee’s position (i.e., when the requirements of Article 73 of the Labor Code of the Russian Federation are met).
Note! Essential the labor function of the employee is a condition of the employment contract, and not the job title, so changing the job title without changing labor responsibilities does not require employee consent
2. Salary changes
Since the condition of remuneration is an essential condition of the employment contract, the employee must be informed about changing this condition by the employer written notice 2 months in advance before the introduction of the specified change
When salaries change in the staffing table, changes must be made to the following employee documents:
1. Employment contract.
Since according to Art. 57 of the Labor Code of the Russian Federation, the essential terms of an employment contract are the terms of remuneration (including the amount tariff rate or official salary employee, additional payments, allowances and incentive payments), then if the salary rate changes, it is necessary to formalize changes to the employment contract.
An example of making changes (additions) to an employment contract.
Once again, please note that the approximate content of the text is given, and the design must be consistent with all regulatory requirements with details of the parties.

ADDITIONAL AGREEMENT
to the employment contract dated March 10, 2011 No. 123.

Open Joint-Stock Company“North”, represented by General Director Konstantin Sergeevich Kolobov, acting on the basis of the charter, hereinafter referred to as “employer”, on the one hand, and reception secretary Marina Yuryevna Smirnova, hereinafter referred to as “employee”, on the other hand, agreed on the following:
1. Replace the word reception in clause 1.2 of the contract with the words electronics department.
2. In clause 3.2 of the agreement, replace the phrase salary in the amount of 7,000 rubles with a salary in the amount of 12,000 rubles.
3. Add clause 5.6 to the contract as follows: The employee has the right to additional paid leave of 6 calendar days.
4. These changes are drawn up in two copies and are a mandatory annex to the employment contract concluded between the parties.
2. Personal card T-2 (section 3)

OPTION

AGREEMENT
to employment contract No. 16 dated October 10, 2015, concluded
between Parus LLC and Oleg Arkadevich Petrov

on amendments to the employment contract
in connection with the transfer of an employee to another job

Samara

Limited Liability Company "Parus", referred to as the “employer”, represented by the General Director Antonov Pavel Alekseevich, acting on the basis of the Charter, on the one hand,
And Petrov Oleg Arkadevich, referred to as “employee” (passport 18 04 333615, issued on 02/10/2003 by the Central District Department of Internal Affairs of Samara), on the other hand,
in connection with the employee’s application for transfer to the position of legal adviser,
have entered into this agreement to amend the employment contract.
1. Exclude from the employment contract No. 16 dated October 10, 2015, concluded between Parus LLC and Oleg Arkadyevich Petrov (hereinafter referred to as the Employment Agreement) the following points: clause 1.7, clause 1.9.

2. Amend paragraphs 1.1, 4.1 and 5.1 in a new, following edition Employment contract:
"1.1. An employee is hired for the position of legal adviser in legal department employer.
Under this employment contract, the employer undertakes to provide the employee with work according to the specified labor function, to ensure the working conditions provided for labor legislation and other regulatory legal acts containing norms labor law, collective agreement (if concluded), agreements, local regulations and this agreement, to pay the employee wages in a timely manner and in full, and the employee undertakes to personally fulfill the duties specified in this agreement and the employee’s job description, to comply with the internal rules labor regulations, valid for the employer.
The employee is familiar with the job description of the legal adviser.
Start date of work, that is, the date from which the employee is obliged to begin work as a legal adviser - May 20, 2019.»

“4.1 The employee is given a 40-hour work week, normal working hours.
The start and end times of work and breaks in work are determined as follows:

Monday Friday
Start of work 9.00
Lunch break 13.00-14.00
End of work 18.00
Pre-holiday days
Start of work 9.00
Lunch break 13.00-14.00
End of work 17.00

The employee is given days off: Saturday, Sunday.”
“5.1. The employer undertakes to pay the employee a monthly salary in the amount of 15,000 (fifteen thousand) rubles.”
3. The terms of the employment contract not affected by this agreement remain unchanged.
4. This agreement, and accordingly all the amendments to the employment contract specified by it, come into force on May 20, 2009.
5. This agreement is an integral part of the employment contract.
6. This agreement is drawn up and signed in two copies: one for each of the parties, and both copies have equal legal force.

Details and signatures

Employer: Employee:

PROCEDURE FOR CHANGING STAFF SCHEDULE

Question:
Is it obligatory for an LLC to bring the job title into compliance with the All-Russian Classifier OK 016-94 of worker professions, employee positions and tariff categories (approved by Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367) and with the Qualification Directory of positions of managers, specialists and other employees (approved Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37)?

Answer:
In accordance with part two of Art. 57 of the Labor Code of the Russian Federation, the labor function is indicated in the employment contract with the employee. In this case, the employee’s labor function is determined by the name of his position in the staffing table. If in accordance with Labor Code of the Russian Federation, other federal laws relate to the performance of work in certain positions, professions, specialties by the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in in accordance with the procedure established by the Government of the Russian Federation.
In pursuance of Article 57 of the Labor Code of the Russian Federation, the Government of the Russian Federation issued Resolution No. 787 of October 31, 2002 “On the procedure for approving the Unified Tariff qualification directory works and professions of workers, the Unified Qualification Directory of Positions of Managers, Specialists and Employees" decided the Ministry of Labor and Social Development of the Russian Federation to organize the development of a Unified Tariff and Qualification Directory of Works and Professions of Workers and the Unified Qualification Directory of Positions of Managers, Specialists and Employees and the procedure for their application, and also approve the specified reference books and the procedure for their use.
Currently, for the purposes of Art. 57 of the Labor Code of the Russian Federation applies: Qualification reference book for positions of managers, specialists and other employees (approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37) (hereinafter referred to as the Qualification reference book), which includes the qualification characteristics of mass positions common to all sectors of the economy, the most widely used in practice, and the Unified Tariff and Qualification Directories of Work and Professions of Workers by Industry (hereinafter referred to as UTKS).
According to paragraph 2 of the Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37 and the preamble of the Qualification Directory, its provisions are recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational - legal forms in order to ensure the correct selection, placement and use of personnel. Thus, the Qualification Handbook is advisory in nature and is not mandatory for use.
In accordance with paragraph 2 of the Qualification Handbook, the basis for its construction is the job attribute, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.

At the same time, the names of employee positions, the qualification characteristics of which are included in the Qualification Directory, are established in accordance with the All-Russian Classifier OK-016-94 of worker professions, employee positions and tariff categories. The all-Russian classifier OK 016-94 of worker professions, employee positions and tariff categories (hereinafter - OK 016-94) was approved by Decree of the State Standard of the Russian Federation of December 26, 1994 N 367 (entered into force on January 1, 1996). The “Introduction” section states that OK 016-94 is intended to solve problems related to estimating the number of workers and employees, taking into account the composition and distribution of personnel by categories of personnel, skill level, degree of mechanization and working conditions, issues of ensuring employment, and organizing wages workers and employees, calculation of pensions, determination of additional personnel requirements and others at all levels of management national economy in conditions of automated information processing.
It should also be noted that taking into account the provisions of these reference books, the tariffs for work and the assignment of tariff categories to employees are carried out (part eight of Article 143 of the Labor Code of the Russian Federation).
Thus, bringing the names of positions in accordance with the Qualification Directory, ETKS and OK 016-94 by the employer is mandatory for the employer only if the performance of work in certain professions or positions is associated with the provision of compensation and benefits (for example, the right to additional leave, for early retirement), or the presence of restrictions (for example, when performing heavy work, work with harmful and (or) dangerous working conditions), as well as when grading work and assigning tariff categories to employees.
Currently, there is a uniform procedure for classifying a particular profession or position as work with harmful and dangerous working conditions, which is mandatory for all employers. Classification of working conditions in workplaces as harmful and (or) dangerous is carried out based on the results of certification of workplaces, carried out in accordance with the Procedure for certification of workplaces for working conditions, approved by Order of the Ministry of Health and Social Development of Russia dated April 26, 2011 N 342n (hereinafter referred to as the Procedure). According to clause 3 of the Procedure, the certification results are used to align the names of positions (professions) with the names specified in All-Russian classifier OK 016-94 occupations of workers, positions of employees and tariff categories (OKPDTR) (adopted by Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367).
Certifying commission, which includes representatives of the employer, a labor protection specialist, representatives of the elected body of the primary trade union organization or other representative body of workers, representatives of the certifying organization, prepares proposals for bringing the names of professions and positions of workers into compliance with the requirements of the Unified Tariff and Qualification Directory of Works and Professions workers (ETKS) and the Unified Qualification Directory of Positions of Managers, Specialists and Employees (USC) (clause 10, clause 12 of the Procedure).

Application. Unified qualification directory for positions of managers, specialists and employees. Section "Qualification characteristics of positions of education workers"

Order of the Ministry of Health and social development RF dated August 26, 2010 N 761n
"On approval of the Unified Qualification Directory of positions for managers, specialists and employees, section "Qualification characteristics of positions for education workers"

With changes and additions from:

Registration N 18638

New qualification characteristics for positions of education workers have been established. They contain job responsibilities, requirements for the level of knowledge and qualifications of employees.

Characteristics used for development job descriptions and can be used by everyone educational organizations. Specific list job responsibilities determined taking into account the peculiarities of labor organization and management.

The qualification characteristics of the positions of managers are given, teaching staff and educational support staff.

All education workers, regardless of their position, are required to know the legal acts governing educational activities; Convention on the Rights of the Child; psychological and physiological characteristics of different school age; modern educational technology; computer programs on the organization of the educational process; rules of internal labor regulations, labor protection and fire safety.