Unfortunately, HR employees often make mistakes, which results in the specialist receiving an inaccurate formulation. Below we will show a sample entry on transfer to another position.
First of all, the personnel officer must make sure that the relevant order exists. Then he opens the employee's personal file, where his work record book is stored. Now the most important thing is the entry stage:
Open the spread of the work record book that contains the most recent data on the citizen’s work and indent one line from the last entry.
Enter the Arabic numeral boost your business with our doctor database corresponding to the numbering on the page, then enter the date in the next column.
Remember that you put the date when the entry about the transfer is made. It is put in a single format: 11.05.2015. In no case is it allowed to substitute the date, otherwise you will face a rather large administrative fine.
We begin entering information in the column with information about hiring. There is no need to re-indicate the company name, since it is clear that the transfer is only allowed within one production. The entry should be short, concise, and not take up too much space. Ideally, it looks like this: “Transferred to the position of ...”. Sometimes HR employees indicate the reasons: “Transferred to such-and-such a position due to promotion”. This note is not required, since it does not contain useful information, therefore, we recommend limiting yourself to the first option.
The third column is filled with information about the date of the order issued by the organization and its serial number: “Order No. 123 dated 10.05.2015.” And at the last step, the entry is sealed with the organization’s seal and the signature of the manager.
How to arrange a temporary transfer to another position
It is quite logical that a temporary transfer to a new position occurs for a certain period. For this period, the employee's job function and/or structural division changes, if the latter is included in the employment contract.
The following transfers to another job are considered temporary (Article 72.2 of the Labor Code of the Russian Federation):
by agreement of the parties for no more than one year;
by agreement of the parties to replace an absent employee until his return to work;
for objective reasons (for example, for a period of up to 4 months in accordance with a medical opinion).
The procedure for temporary transfer is similar to the procedure for changing a permanent position. The only difference is that in this case, no entry is made in the work record book - and this fact does not depend on the reason and duration of the replacement. If it is impossible to name the exact period, the following wording is used: "until the temporarily absent employee returns." And on the basis of the agreement, an order for temporary transfer is issued.
If an employee takes over the position of a temporarily absent employee, for whom the position is reserved by law, the duration of such a replacement is determined by the date of the second employee's return to his/her job responsibilities. After which the transfer is terminated, and the replacement specialist receives the work stipulated by the employment contract.
How is temporary performance of duties paid:
Situation How to pay
Temporary transfer in emergency circumstances without obtaining the employee's consent
Payment for work is based on the work performed, but not less than the average salary at the previous place of work (Part 4 of Article 72.2 of the Labor Code of the Russian Federation)
For a position with a lower salary for medical reasons
The average salary of a specialist at his previous position is retained for one month from the date of transfer (Article 182 of the Labor Code of the Russian Federation)
In connection with an industrial injury, occupational disease or other damage to health caused by work
The employee retains his average salary at his former place of work until he is diagnosed with permanent loss of professional ability to work or until he recovers (Article 182 of the Labor Code of the Russian Federation)
A pregnant employee is transferred to a job that eliminates exposure to unfavorable production factors
The average salary at the previous place of work is retained (Part 1 of Article 254 of the Labor Code of the Russian Federation)
A woman with children under one and a half years old cannot perform her previous job
The employee is paid for the work performed, but not less than the previous average salary (Part 4 of Article 254 of the Labor Code of the Russian Federation)
The company's work is suspended or temporarily prohibited due to violations of labor protection through no fault of the employee
Work is paid in accordance with the functionality performed, but not less than the average previous salary (Part 3 of Article 220 of the Labor Code of the Russian Federation)
Some employers decide to test the abilities of a subordinate before appointing him to a new position. The law in this case does not allow for a probationary period, but you can offer to work in the position for a pre-agreed time. Let us explain: a person is hired for two or three months for a new job, after which he returns to his previous position if the employer is not satisfied with the result.
So, having decided to transfer a person, send him an offer with the terms of the procedure, get his consent in writing. Draw up an additional agreement to the contract on transfer to another position, issue an order. After that, the employee must put his signature, indicating that he has read the document, and you will make a note in his personal card.
So, you are satisfied with the quality of the specialist's work in the new place, and he agrees to continue this activity - arrange a permanent transfer. That is, you need to prepare an order in any form on the transfer to another position and an additional agreement according to the sample, in which the temporary change of job responsibilities will be recognized as permanent.
Make the appropriate notes in your personal card and work record (Part 4 of Article 66 of the Labor Code of the Russian Federation) — you have one week to do this from the date of the order on the person’s transfer to a new position. In column 2, indicate the date from which the employee takes up the position on a permanent basis. In column 3, make a note about the start of work in the new position, and indicate the date of the temporary transfer. In column 4, enter the details of both orders — on the temporary appointment and on recognizing it as permanent.