How to correctly transfer an employee from a part-time job to a permanent one. Preparation of documents and entries in the work book about transfer to a permanent place of work

The dynamics of the modern world do not allow you to relax, and over time, searching for a job becomes routine. Some spend weeks and months waiting for a suitable vacancy as their main place of work, others try to find one. In both the first and second cases, finding an acceptable activity with an optimal level of income is very problematic. Frequent layoffs lead to the fact that part-time work becomes the only place of work, and there may be a need to re-register due to the employee’s desire to work in the company as a primary employee. What should you do when faced with such a situation? In accordance with the law, special conditions for employment are established for part-time workers. For this reason, when transferring an employee, it is worth considering such aspects. They will allow you to transfer a part-time worker to a permanent job relatively quickly and without much difficulty. Let's consider the main possibilities contained in the legislation.

Methods for transferring a part-time worker

If an employee quits and expresses a desire to become your permanent employee, then you should carefully consider the registration process. You cannot transfer an employee who does not have reliable evidence of not having a main job. It is legally established that a citizen is prohibited from having two main jobs.

As a rule, in most cases, two common options for transferring a part-time employee are used. Each of them is convenient in one situation or another. To choose the right path, it is advisable to familiarize yourself with both methods.

Registration through dismissal

The main feature of the first method is the termination of the previous employment contract (that is, part-time employment) in order to conclude a new one. It specifies all the requirements that arise with a change of status in the company. The employee and the employer enter into a new permanent relationship, the beginning of which will be considered the date specified in the contract. In order to carry out this procedure correctly, we will consider the process step by step.

1. The first step is to fire the employee as a part-time employee. The procedure for action in such a situation was described by Rostrud in its Letter No. 4299-6-1 dated October 22, 2007. For this purpose, the Labor Code (hereinafter referred to as the Code) provides two options:

• by agreement - an agreement is signed with the employee on the upcoming termination of the employment contract in accordance with Articles of the Code 78 and 77 (clause 1 part 1);
• at his own request - the employee must submit a letter of resignation - Articles of the Code 80 and 77 (clause 3 part 1).

It is definitely worth considering the fact that upon dismissal, the employer is obliged to make all calculations that are established in accordance with the law (Code, Article 84.1). In addition, it is important to calculate and pay compensation for the vacation period that was not used. Only after completing these steps can you proceed to the next step - registration.

1. Now you need to register the employee in the usual way at the main place of work and continue cooperation in a new capacity.

When using this method, it will not be superfluous to know some of the features that are inherent in it. Let's look at the two most important points:

• vacation experience;
• work book (hereinafter referred to as work book).

Regarding the “vacation” period, it is worth noting that it will be calculated from the moment the employee is accepted to the main place of work (from the date of signing a new employment contract). The labor situation is as follows. If there is no mark on part-time employment, then there is no need to make an entry about dismissal. After marking your dismissal from your previous main job, you just need to enter information about the new one. If there is a record of part-time work in the employment record, then after the information about dismissal from the previous main job, the following should be entered:

• column three – abbreviated and full name of the organization;
• column one - in it you must indicate the serial number of the entry that is being made;
• column two – the date of dismissal from part-time work is indicated opposite the entry number;
• column three - the reason for the dismissal is placed opposite the date, it is also necessary to indicate the relevant article (including part and paragraph) of the Code;
• Column four is for information about the order; you need to write the word “Order” and the corresponding number and date of the document confirming the dismissal.

These records are certified by a company employee who is responsible for preparing work books, or by an individual entrepreneur (employer). The employee does not have to sign. After this, you can enter information regarding hiring.

Translation by drawing up an additional agreement to the main agreement

The second method, which can be used when transferring a part-time worker to a permanent job, involves concluding an additional agreement to the current contract. When using the presented option, you should do the same as in the first case, that is, adhere to a certain sequence of actions. The registration process begins with the employee providing a list of papers specified in the Code (Articles 65 and 66 paragraph 3). It includes:

• labor;
• information about wages for the current and two previous years (certificate of salary amount), the need for it may arise when calculating benefits - maternity or child benefits - if the employee wants to account for the corresponding payments from the previous employer;
• 2-NDFL (certificate) for the current year, which must be from the previous place of work, as well as documents confirming the rights to any deductions for personal income tax (these documents are provided if the employee expects to receive the corresponding deductions);

The next stage is concluding an agreement. In accordance with the opinion of Rostrud, which was set out in Letter No. 4299-6-1 dated October 22, 2007 and with the Code, Article 72, the document should indicate that:

• starting from the day included in the agreement, the work is considered the main one;
• the terms of the contract for part-time work are declared invalid from the specified date;
• changes are made to the contract that correspond to the fact of the transition to the main place of work (daily hours, duration of work, wages, etc.).

It is also important to indicate the effective date of the signed agreement. This date will be considered the start date of work at the main place. After completing the agreement, an Order must be issued. The fact of the employee’s transfer to the main place is recorded in any form. The entry on your personal card (Form N T-2) is also important. It indicates the re-registration of the employee. This is implemented by making a mark in the “Type of work” column (can be next to it) with the following content: “from ... (the day the agreement is signed) the work is the main one.”

The employee must confirm that he has read these changes with his signature. Now it is important to reflect the transition to the main place in the workforce. Here you need to consider whether there is a record of part-time work made by the previous employer (at the main place). If there is no such mark, then according to the explanations of Rostrud from the Letter of October 22, 2007 number 4299-6-1, it is recommended to act as follows. The following data is entered into the “Job Information” section:

• column two – start date of part-time work;
• column three – a note about the position or profession for which the employee was hired, period (“Hired for the position _______, from ___ to ___ part-time work”);
• column four – number and date of the issued Order.

If there is a mark on part-time work, the following data is recorded in this section:

• column two – the employee’s start date of work at the main place (it is indicated in the agreement);
• column three - a note indicating that the specified part-time job has become the main place of work, date:
• Column four - number and date of the Order on registration of the employee for the main job.

After carrying out the described manipulations, you can begin interaction with the employee on new terms. When drawing up an agreement, it is important to include in it the main points that are required by law. From the date fixed when signing the agreement, the new status (type of work) will be considered valid. When re-registering, the second method is the easiest. The process is much simpler and takes less time.

In addition, the employer does not need to calculate vacation pay that was not used (“dismissal pay”). For the employee, it will be important that when re-registering using the second method, the vacation period is not interrupted. This allows you to avoid waiting six months after being hired to receive the legal right to rest. Simplicity and convenience make it possible to resolve the issue of transferring a part-time worker to a permanent job in a short time. In the process of searching for the most profitable job, people try many options. Part-time activities have ceased to be something unusual lately. More and more people want to change not only their lives, but also their level of income. Proper execution of each stage of the activity will allow you to feel confident in the process of communicating with the employer.

Expert opinion

Maria Bogdanova

More than 6 years of experience. Specialization: contract law, labor law, social security law, intellectual property law, civil procedure, protection of the rights of minors, legal psychology

You decide for yourself how to transfer part-time workers to main employees. Please note that the second method – transfer using an additional agreement – ​​is not provided for by law and can create difficulties when calculating insurance or pension experience. Nevertheless, employees prefer it when they do not want to write a letter of resignation, lose the right to vacation, etc. Registration through dismissal and hiring fully complies with the law, but often causes concerns among part-time workers.

In the process of searching for the most profitable job, people try many options. Part-time activities have ceased to be something unusual lately. More and more people want to change not only their lives, but also their income level. Proper execution of each stage of the activity will allow you to feel confident in the process of communicating with the employer.

Transfer of the General Director

To transfer a chief director holding a part-time position, it is necessary to obtain the consent of the founders or founder. The transfer, as in the case of ordinary employees, can be carried out using the same methods above.
The agreement is signed with the person who previously hired the director (usually a representative of the team elected at a general meeting).

14.06.2017, 11:07

Part-time work becomes the main one for the employee. He quit his permanent job and was hired full-time by the organization where he worked part-time. An additional agreement was signed and an order was issued to transfer him to his main job. Now you need to make an entry in the employment record about the transfer of the part-time worker to the main place of work. How to do it right? Our specialists will answer this question and offer a sample, using which the personnel officer can easily make the necessary entry.

Transition of a part-time worker to the main job

When the additional agreement is signed and the order is issued, you can proceed to filling out the work book (for more details, see “”, “”).

Depending on whether an entry about part-time work was made in the employee’s work book, the procedure for registering a transfer entry will differ.

There is no entry about part-time work in the work book

In most cases, there is no entry about part-time work in the work book. In such a situation, an entry in the employment record about the transfer of a part-time worker to a permanent job is made as follows (letter of Rostrud dated October 22, 2007 No. 4299-6-1):

• in column 3 of the “Job Information” section, make an entry: “Hired by (name of position and structural unit, if any) from (start date of part-time work). From (start date of part-time work) to (end date of part-time work) worked as a part-time worker”;
• in column 4 of the “Job Information” section, you must indicate the details of the order for admission to part-time work and the order for admission to the main job.

A record of part-time work has been made

If an entry about a part-time job is made in the employee’s work book, then the entry in the work record about the transfer of a part-time job will be different (letter of Rostrud dated October 22, 2007 No. 4299-6-1):

• indicate the full name of the organization, as well as the abbreviated name (if available) after recording the dismissal from the previous job;
• in column 3 of the section “Information about work”, make an entry: “Work in the position of (position name) from (date of transition of the employee from part-time to full-time) became the main one”;
• in column 4 of the “Work Information” section, you must indicate the details of the order to transfer the employee to the main job.

Method 1. Fire the employee from his part-time job and hire him to his main job. Complete the documents as for a regular dismissal or with the employee. After that, hire him at .

If there is an entry in the work book about part-time work, make the usual entries about dismissal and hiring.

If there is no record of part-time work, make a record of employment, indicating the period of part-time work. For example, “Hired for the position of cashier, from 04/16/2018 to 04/23/2019 she worked as a part-time worker” Letter.

Method 2. Sign an additional agreement to amend the employment contract. Write down the date on which part-time work became your main job. Adjust the terms and conditions regarding working hours, working hours and wages.

If there is a record of part-time work in the work book, issue an order recognizing the part-time work as the main one and make an entry about this in the work book. For example, “Part-time work as a cashier became the main one from 04/23/2019” Letter of Rostrud dated October 22, 2007 N 4299-6-1.

If there is no entry about part-time work in the work book, indicate the period of part-time work in the employment record.

Sample additional agreement recognizing part-time work as the main job

Sample order recognizing part-time work as the main job

Every day we select news that is important for an accountant’s work, saving you time.

The transition of a part-time worker to the main position in the same company can be formalized through dismissal or through the conclusion of an additional agreement to the employment contract. Filling out the work book depends on when and by whom the entries on the hiring of a part-time worker and his dismissal were made.

In some cases, part-time work in a company becomes the main job for an employee. There are no clear instructions in the Labor Code on how to correctly formalize such a transformation of labor relations. Rostrud officials in their letter propose two ways: through dismissal of the employee or through an additional agreement to the employment contract (Rostrud letter dated October 22, 2007 No. 4299-6-1). In the article we will look at both options and examples of making entries in the work book of a former part-time worker.

We fire and hire again

If the employee agrees, he can be fired as a part-time worker, and then rehired in the main position. In this case, the part-time employment contract (Article 282 of the Labor Code of the Russian Federation) is terminated, and a new employment contract is concluded - at the main place of work.

The basis for dismissal, which will be indicated in the employee’s work book, may be termination of the employment contract by agreement of the parties (Clause 1, Part 1, Article 77 of the Labor Code of the Russian Federation), since to change the type of employment relationship, mutual consent of the employer and the former part-time worker is required. The employment contract of a part-time worker can also be terminated on his initiative (at his own request) (clause 3, part 1, article 77 of the Labor Code of the Russian Federation).

The form of entry into the work book of a part-time worker depends on whether information about part-time work was entered into it or not. Such entries are made at the request of the employee and only by the main employer (Article 66 of the Labor Code of the Russian Federation).

A record of the dismissal of an employee as a part-time worker can be made by the former main employer based on the employee’s application and a copy of the order on his dismissal as a part-time worker. If the employee did not ask to make such an entry, then it is made by the new main employer after hiring the employee at the main place. In this case, the chronology of entries in the work book will be lost, but this will not be a violation of the maintenance of this personnel document.

Example:

Ivanova A.A. worked in the main position at Alpha LLC from October 10, 2006 in the position of “accountant-cashier” and part-time at Beta LLC from January 15, 2012 in the position of “accountant”. At the request of Ivanova A.A. HR officers of Alpha LLC made an entry in the employee’s work book about her part-time work at Beta LLC.

In June 2012, Ivanova A.A. offered to move from a part-time position to the main position at Beta LLC, she agreed to start working there as a main employee from 07/01/2012.

First, she resigned from her previous main position at Alpha LLC at her own request (no record was made of the dismissal of the part-time employee), then at Beta LLC, she was dismissed as a part-time employee by agreement of the parties, after which she was accepted into Beta LLC. to the main place.

A record of dismissal from a part-time job is made by Beta LLC.

Entries in the work book of Ivanova A.A. look like below

Example:

Let's use the data from the previous example, but assume that the record of the dismissal of Ivanova A.A. as a part-time worker, at her request and on the basis of a copy of the order of dismissal from Beta LLC was made to Alpha LLC.

Example:

Let's use the data from the first example, but assume that the entry for employment as a part-time worker was not made by the personnel officers of Alpha LLC, since Ivanova A.A. did not express a desire to make such an entry.

Entries in the work book of Ivanova A.A. look like the example shown.

Additional agreement to the employment contract

Another option for an employee to transfer from a part-time job to his main job is to conclude an additional agreement to the employment contract to change the terms of the contract (Article 72 of the Labor Code of the Russian Federation). The agreement must indicate all changes in working conditions (working hours, salary, etc.). After formalizing the agreement, the manager issues an order (see example below).

The form of entries in the work book depends on whether an entry was previously made about hiring the employee as a part-time worker. If the entry was not made by the previous employer, the new employer must indicate in the entry on the employee’s employment at the main place the period of his work as a part-time employee. In this case, the date of entry in the work book should be the one from which the actual cooperation between the employee and the employer began, that is, the date of concluding a part-time employment contract. Such recommendations are given by Rostrud specialists (Rostrud letter dated October 22, 2007 No. 4299-6-1).

Example:

Let's use the data from the first example, but assume that Ivanova A.A. resigned from Alpha LLC at her own request and, having concluded an additional agreement with Beta LLC, is re-registered from a part-time employee to the main employee of Beta LLC.

Entries in the work book of Ivanova A.A. look like the example shown.

Example:

Let's use the data from the previous example, but assume that the entry for employment at Beta LLC as a part-time worker was not made by the personnel officers of Alpha LLC, since Ivanova A.A. did not express a desire to make such an entry.

The personnel officer of Beta LLC makes one entry in the work book.

Entries in the work book of Ivanova A.A. look like the example shown.

Expertise of the article: Anna Leonova, lawyer at the law firm “Egorov, Puginsky, Afanasyev and Partners”

Anna Leonova, lawyer at the law firm “Egorov, Puginsky, Afanasyev and Partners”

Priority method - additional agreement

Rostrud in its letter (letter of Rostrud dated October 22, 2007 No. 4299-6-1) indicated that termination of an employment contract for part-time work (for example, by agreement of the parties, at one’s own request), and then concluding an employment contract with other conditions is possible only with the consent of the employee. In other words, Rostrud gives priority to the method of transition of an employee from a part-time job to his main place of work by concluding an additional agreement to the employment contract with the employee and indicating that the work is his main one. This method allows the employee to save, for example, days of annual paid leave, since in the event of termination of the employment contract with a part-time worker, the period for the employee to obtain the right to annual paid leave is interrupted.

Maria Blagovolina, senior lawyer at Allen&Overy

Part-time or combination of positions?

Many people confuse part-time work and combining positions, calling both of them with the same word “part-time”. In fact, these two concepts cannot be confused, since in practice they mean different cases. The Labor Code gives a very clear definition of both concepts (Articles 60.1, 60.2 of the Labor Code of the Russian Federation). The key difference is that part-time work involves working during your free time. In this case, part-time work can be either external (i.e. working for another employer, which is quite common; external part-time work does not require the consent of the employer, with the exception of the organization’s managers), or internal. Internal combination of positions involves performing additional work during the established working hours. Additional pay is required for combining positions. Examples often encountered in practice are combining the positions of financial director and chief accountant.

Dmitry Pelakh, director of the Financial Consulting Agency company

Dismissal and transfer are illegal

Often, in order to hire a part-time worker to the main position, the employer first formalizes his dismissal. Despite the fact that this is the position of Rostrud, practitioners and labor law specialists actively dispute this approach. There are no real grounds for dismissing a part-time worker who will work in the company at his main location. The employee will not stop working for the company, he will continue to work in it under a different type of employment contract (the contract will be for the main place, and not part-time). Therefore, it is illegal to formalize such a transition through dismissal. A dismissed employee can always go to court and challenge his dismissal.

It is also incorrect to formalize the transition from part-time work to the main job through a transfer. The employee’s job function and separate structural unit do not change (Article 72.1 of the Labor Code of the Russian Federation).

Articles in this section

• How to organize screening of candidates for micro-businesses without outsourcing?

  The efficiency of micro-businesses is directly related to the high work motivation of employees. That’s why it’s so important to competently select and screen candidates. We tell you how to solve this problem yourself, without turning to outsourced HR specialists.

• What do you need to know about hiring teenagers?

  Today's youth often start working at school age, wanting to become independent. They undergo internships, training and then get a job. What is important to know at the beginning of your career and what risks should employers take into account?
  Hiring teenagers is fraught with challenges. Labor law sets out clear requirements that an employer must comply with, but they are often overlooked.

• An employee's appearance at work while intoxicated must be properly proven.

  Coming to work while intoxicated is a seemingly obvious situation that does not require additional evidence. Fortunately, such stories are rare, but perhaps this is why not all HR specialists know exactly how to act correctly. For example, is it possible to use a breathalyzer and allow an employee onto company premises?

• Deductions based on writs of execution

  When receiving a writ of execution for an employee, you need to remember what types of income cannot be levied against, take into account the maximum possible percentage of withholding under the writ of execution and the order of repayment of several writs of execution. ...

• Geolocation – to protect the interests of employers?

  How to effectively supervise regional employees? The question is not idle: they are not under constant supervision, but are responsible for an important part of the business. This leaves an imprint on labor relations. You must trust the person and always know how he works. Alas, freedom of action often leads to irresponsibility, and conflicts - to the courts.

• Facsimile of employment contracts and agreements on combination

  A facsimile is a cliche, an exact reproduction of a manuscript, document, signature using photography and printing. Let's figure out whether it is allowed to use a facsimile instead of a handwritten signature in employment contracts and agreements on additional work.

• Social tax deduction

  A social tax deduction for treatment and training may be provided to an employee under certain conditions. Let's consider the features of providing a social tax deduction.

• Professional standards will become mandatory in some cases

  In connection with the entry into force of changes to the Labor Code on July 1, 2016 (Federal Law dated May 2, 2015 No. 122-FZ (hereinafter referred to as Law No. 122-FZ)), the Russian Ministry of Labor has prepared answers to standard questions on the application of...

• Death of an individual entrepreneur, employee, founder

  Can taxes be inherited? Who will make an entry in the work books of the employees of a deceased individual entrepreneur? Are payments accrued after the death of an employee subject to contributions and income tax? What is the procedure in the event of the death of the director of an LLC or its founder? Read the answers in the article.

• Bankruptcy of an employer for wage arrears

  Workers have the right to go to court with a demand to declare the employer bankrupt in cases of non-payment of wages. We will understand when an employer may go bankrupt for wage debts and what employees need to do to begin bankruptcy proceedings.

• Local company regulations - how to avoid liability during inspections

  The absence of some local regulations may be regarded by inspectors from the labor inspectorate as a violation of labor legislation. In this article we will tell you how to avoid such consequences.

• Filling positions and internal part-time work

  The concepts of "acting" or “temporary” are not established by current legislation. Therefore, in order to avoid disputes with employees, the employer must know how to correctly fill out positions and what is the procedure for payment.

• Local regulations of the company

  The end of the year is the time, after submitting quarterly reports, to start preparing for the coming year without haste: think through the staffing table, prepare a vacation schedule for the next year. Also, if necessary, make changes to other local regulations.

• Vacancies for redundant employees

  The legislator established the obligation of the employer to offer vacant positions to employees when staffing is reduced. This position must be vacant, consistent with the employee’s qualifications, and may also be lower paid or inferior. In addition, the vacancy must be located in the same area. ...

• We formalize changes to the employee’s personal data

  Personal (personal) data of employees is contained mainly in personnel and accounting documents. It is important to follow the sequence of actions when making changes to them.

• When and how to conduct a personnel audit

  Maintaining personnel document flow in strict accordance with the letter of the law is necessary, since these documents are used not only by the personnel service, but also by the accounting department to calculate wages. They can be checked by the labor inspectorate and tax authorities; employees may need extracts and certificates.

• Personnel audit. What documents does your company need to have?

  An audit of personnel records management is one of the most important components of the procedure for assessing the effectiveness of the entire personnel management system and the human resources potential of an organization or an independent procedure as part of measures to reduce the fiscal and reputational risks of the company, including when resolving labor disputes in court.

• Organization of personnel records management “from scratch”

  The need to organize personnel records management is not such an exotic task, not easy for beginning personnel officers, private entrepreneurs and accountants whose responsibilities include personnel records. However, the whole process can be described with a simple step-by-step guide to action.

• Working during maternity leave: analyzing possible situations

  Often, a young mother, while on maternity leave, works part-time or at home.
  Some mothers manage to work on the basis of a certificate of incapacity for work issued in accordance with the established procedure during maternity leave, which is not expressly provided for by law. In practice, documenting such a situation raises many questions among personnel officers.

• Documents that the employee must submit

  Based on materials from the reference book "Salaries and other payments to employees" edited by V. Vereshchaki Before an employment contract is concluded with an employee, he must submit a number of documents. They are listed in Article 65 of the Labor...

• Regulations on remuneration

  The main objective of this provision is to establish the procedure for remuneration of all categories of employees of the company.

• Changing the employee's job title

  If the employer decides to change the job title, he must notify the employee working there. Further actions of the parties to the employment contract depend on the employee’s consent to change the position title.

• Application of a tariff-free wage system. Features of payroll

  This system provides for the distribution of the general wage fund throughout the company (or its division) among the relevant employees. In this case, the general fund depends on the performance of the company (division) in a particular period of time (for example, a month). At its core, the salary of a particular employee is his share in the wage fund of the entire team. Wages are distributed among employees based on certain coefficients (for example, labor participation). And there may be several of them.

• Payroll calculation under the piecework wage system
• We are hiring a driver

  When concluding an employment contract with a driver, it is necessary to take into account a number of nuances that are associated with this position. Some of them need to be specified in the employment contract, others just need to be referenced.

• Changes and corrections in the work book

  The article was published as part of the collaboration between the journal "Actual Accounting" and HRMaximum. An employee’s work record book is the main document that confirms the length of service and provides guarantees for receiving a pension. That is why it is necessary to draw up work books correctly...

• Document storage. Storage periods, destruction and disposal of primary accounting documents

  Procedure and terms of storage of accounting and tax accounting documents, personnel documents

• Orders: form, numbering, corrections

  The author focuses the material on the nuances of drawing up orders, making changes to them, etc. Since some errors can lead to the loss of legal force by the order, they cannot be considered trifles.

• In what order are copies of documents provided to former employees of the organization?

  According to the Rules for maintaining and storing work books, approved. By Decree of the Government of the Russian Federation dated April 16, 2003 N 225 (as amended on May 19, 2008, hereinafter referred to as the Rules), a work book is issued to the employee only upon dismissal, but there are cases when the employee...

• Who is on the staff list... HR Director, Head of HR, Head of HR?

  How to determine the functions and powers of the HR director and separate his responsibilities from the responsibilities of other personnel workers, the author explains in a material prepared on the basis of questions received from HR officers

• Calculation of work schedules (Program based on Microsoft Excel)
• How to staple documents correctly

  The article describes all the nuances of the rules for flashing documents. Readers will learn how to correctly number, draw up an inventory, and transfer personnel documents to the archive

• How to register the absence of an employee if he is performing government duties?

  Imagine a situation: an employee of an organization is a specialist in a narrow profile and is involved as an expert in the investigative process. Or: a person liable for military service who is in the reserve is called to military training. Or maybe one of your subordinates needs to be present in court as a juror. What do all these cases mean? The fact that the employee must be released from work while performing government duties and his absence must be formalized in a special way.

• Peculiarities of labor regulation for employees working for individual employers

  Working for employers who are individuals has a number of features. Fundamentally, all employers - individuals are divided into two groups: individual entrepreneurs and individuals who are not individual entrepreneurs. The former use workers to carry out business activities...

• What personnel documents should the company have?

  The responsible employee needs to know which documents are mandatory for the company, which become such only under certain conditions, and which documents do not need to be drawn up, since they are advisory in nature. This will allow you to be well prepared for the meeting with…

• Employee rights when selling a debtor enterprise

  The Federal Law “On Insolvency (Bankruptcy)” does not contain rules ensuring the protection of the labor rights of employees during the sale of a debtor enterprise. The specifics of the labor relations that arise in this case require special analysis.

• Confirmation of work experience

  When calculating the length of service, the periods of work or other activities that are included in it, which took place before the citizen’s registration as an insured person in accordance with the Federal Law of April 1, 1996 “On individual (personalized) accounting...

• How to prepare for the arrival of the labor inspectorate?

  An inspection of the organization of the state labor inspectorate often takes management by surprise. Especially considering that, by law, a labor inspector has the right to visit an organization at any time of the day and without warning. Based on the results of the audit, not only the head of the organization or his deputy, but also the head of the personnel department, as well as the chief accountant may be held accountable.

• Notification to the employee: how and in what cases to send

  Often in the work of personnel officers, a document such as a notice is used. Using this paper, the employer notifies employees of legally significant issues. For example, about staff reduction. There is no single form of notification. For each case, a different option is developed. We will tell you how to draw up a notice of company reorganization and branch liquidation. How to notify employees about changes in the terms of the employment contract. How to notify an employee of the need to appear for a work book.

• Visit of the labor inspectorate

  Any employer must be prepared for the fact that sooner or later a labor inspectorate will visit him. Unfortunately, in the current situation, which is characterized by massive staff reductions, an unexpected visit can happen at any time. Let's talk about what reason an inspector might come for, what his powers are and what the employer's actions are when carrying out control activities.

• Freelance worker: “Dangerous” moments for the employer and employee

  In Soviet times, “freelance workers” were understood as citizens performing work for an organization and not being on the payroll. With the development of Russian legislation, the concept and status of a “freelance worker” has changed. The thinking of some organizational leaders remained at the level of legal regulation of the labor of “freelance workers” in the USSR. The employer does not always think about the consequences of such relationships.

  Is it possible to get rid of the cunning “ballotman” by legal means? Can. The main thing is to recognize it.

• What to do with documents upon liquidation of an organization

  Issues of ensuring the safety of documents of joint-stock companies during their liquidation are reflected in the resolution of the Federal Commission for the Securities Market. Let us quote the most important fragments for us.

• Office work in HR department

  Answers by Valentina Ivanovna Andreeva, professor of the Department of Labor Law of the Russian Academy of Justice, to questions about Documentation of the activities of the personnel service and the vacation schedule in the organization.

• Common Misconceptions

  The most common misconceptions regarding labor relations

29.05.2017, 16:08

The part-time worker plans to go full-time, moving from a part-time job to a full-time job in the organization. The fact is that he is going to quit his main job. The manager is not against transferring this employee to full time. All that remains is to properly arrange such a transition. In particular, it is necessary to issue an order to transfer the part-time worker to the main place of work. We will help the HR specialist cope with the management’s assignment and prepare the necessary order without errors.

We need to start with an additional agreement

All changes to the employment contract are made on the basis of an additional agreement between the parties to the labor relationship (Article 72 of the Labor Code of the Russian Federation). It is impossible to make changes to an employment contract unilaterally, for example, by issuing a corresponding order.

Only after the employer and employee have signed the additional agreement can we proceed to issuing the order

After signing the additional agreement, you need to issue an order

When the parties have agreed on the working conditions and signed an additional agreement, you can proceed to issuing the order. Let us say right away that the form of the order to transfer a part-time worker to the main job is arbitrary. It must indicate:

• details of the additional agreement that became the basis for issuing the order;
• employee's position;
• date of transfer to main job;
• salary after transfer.

• Name;
• Date of preparation;
• the name of the organization that compiled the document;
• place of the transaction;
• operation description;
• signature and transcript of the signature of the responsible person, as well as the name of his position.

To help the HR specialist cope with the task assigned to him and draw up the necessary document, our experts have prepared a sample order for transfer from part-time work to the main place of work.

Limited Liability Company "U-Stroy"
TIN 7733123456, checkpoint 773301001, OKPO 12345678

ORDER No. 25-k
about the transition from part-time work to the main job

Moscow 05/18/2017

In connection with the transition from part-time work to the main job of E.P. Somova in the accounting department as an accountant (additional agreement dated May 18, 2017 No. 1 to the employment contract dated February 15, 2017 No. 15)
I ORDER:
1. Elena Petrovna Somova to begin the main work provided for in the employment contract dated February 15, 2017 No. 15, as an accountant with a salary of 22,000 (Twenty-two thousand) rubles. from May 18, 2017
2. Chief accountant Yu.S. Samarina from May 18, 2017 to accrue E.P. Som salary for the main job as an accountant.