One of the main documents regulating personnel policy in an organization of any legal status is the staffing table. In accordance with this document, specialists and managers of all levels are recruited, their salary and other payments (bonuses, additional payments) are determined, personnel are distributed by departments and vacant positions are tracked.
Staffing is usually approved for a year. It is assumed that a team of how many specialists and at what level can implement a business plan or tasks planned for the year. Based on the staffing table, the payroll for the reporting period is calculated.
The organization is a “living organism”, and during the year certain changes may occur in its structure and system, some tasks will be completed ahead of schedule, others will require additional efforts and personnel, and third tasks, and hence specialists, will no longer be needed.
Any unplanned movement of personnel or changes in essential working conditions should be reflected in the staffing table.
At the legislative level, there are no restrictions on making changes to the staff, but any changes in the staffing must be approved at the level of the head of the organization. If changes in the organization occur regarding the size of the approved payroll and do not change the wage system, do not exceed it, it is enough to make changes using orders on personnel.
Who prepares the order?
The initiator of changes in the staffing table can be any employee of the organization. If he substantiates and convincingly proves his position, the manager may agree to revise the staffing table or make temporary changes. Most often, the heads of structural divisions are faced with such a need as the introduction of a new position, change of positions or their reduction.
The order to amend the document comes from the head of the organization or an authorized official. The order is drawn up by the specialist who is entrusted with this duty.
This should be reflected in the job description or employment contract in the “functional duties” section or in a special order appointing a person responsible for compiling the staffing table.
Traditionally, this work is supervised by the personnel department or the planning and economic department. This work is currently the responsibility of the Human Resources or Human Resources department. The HR specialist creates a document that is agreed with the heads of the following structural units:
- HR department;
- accounting;
- legal service department.
After approval, the document is submitted for approval to the head. It should also be reviewed by the head of the department in which the changes were made. 
In what situations is it necessary to make changes to the schedule?
Changes to the staffing table are carried out:
- in connection with the increase or reduction of staff;
- if a new position is temporarily or permanently introduced;
- if this position is transferred from one unit to another;
- in connection with a change (increase or decrease) in salaries.
It must be borne in mind that the order introduces changes within the framework of the current staffing table on the basis of the approved payroll fund.
The document must indicate at what expense the wages for the new position will be calculated. This is possible if there are vacancies or if one of the posts is reduced.
For example, you need to enter an additional driver's position. The staff list approved 4 rates for the driver, it is necessary to introduce the 5th rate for the needs of the company. The head of the organization instructs the head of the human resource management department to develop a proposal on how this can be done within the framework of the current staffing table.
In the approved staff list there is a vacant position of a locksmith of the 4th category, the salary of which corresponds to the newly introduced position of the driver. The HR specialist develops a draft order with the following content:
“Due to operational necessity, I order:
- Enter in the staffing table the position of a driver in the transport department with a salary of the corresponding position of a locksmith of the 2nd category.
- Accountants payroll at the expense of the vacant position of a locksmith of the 2nd category of the production and technical department.
In another case, a position is reduced in one department and a new position is introduced in the same or another unit. If the positions are equal, then the salary from one is transferred to another, this does not affect the wage fund as a whole, therefore it is enough to introduce changes by order.
Making changes to employee documents
In the event that the changes made to the staffing table affect an employee working in the organization, it is necessary to sign with him supplementary agreement. It must indicate what essential working conditions have changed for the employee or what additional work is entrusted to him.
For example, they introduced the position of a risk management specialist into the staff list at the expense of the vacant position of an accountant and decided to instruct the economist of the financial and economic department to perform work in this position in the order of combination. It is necessary to prepare the following documents:
- Supplementary agreement on assignment, in which the amount of additional payment is indicated - 30 or 50% of the official salary for the combined position.
- An order for this employee to combine.
An additional agreement and a copy of the order are filed in the employee's personal file. There is no entry in the work book.
In the event that an employee is hired for a new position on the terms of internal combination, a separate employment contract is signed with him, which indicates all the conditions:
- position, division;
- for how long;
- conditions of combination;
- salary amount;
- other conditions.
An order for hiring part-time is issued. An entry in the work book is made at the request of the work. 
In the third case, if the position is reduced, and the employee is transferred to another, newly introduced one, the following documents are prepared:
- Notification that the position is reduced, and the employee is offered another job. It is handed over to the employee in two months.
- In case of consent, an additional agreement on transfer to another position and an order for transfer are signed.
- In case of disagreement - an order for dismissal in connection with the reduction of the staff unit in accordance with Article 180 of the Labor Code of the Russian Federation with the payment of severance pay and compensation.
Copies of personal orders are always filed in the personal files of employees. An entry on the transfer or dismissal under this article must be made in the work book.
Occurs when the current document is corrected in the organization for some reason. At the same time, the changes can be of a very different nature: from changing the names of structural units and positions, personnel changes, increasing or lowering the wages of employees to expanding or, on the contrary, reducing staff. As a rule, this is caused either by the optimization of production processes, or the opening of new directions, business development.
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How to make changes
Changes to the staffing table should occur according to a certain algorithm.
- To begin with, a decision is made at the management level about the inevitability of such adjustments.
- After that, a special order is issued at the enterprise, which approves the need for changes and contains a list of positions that need to be amended.
- Further, these same edits are made to the staffing table and the next number is assigned to the updated document.
- The previously valid staffing table is sent for storage to the archive of the enterprise.
One important point should be noted: if the order concerns the reduction of employees, their transfer to another position, and similar adjustments that entail changes in working conditions and employment contracts, then employees must be familiarized with such orders against signature. Moreover: without obtaining the consent of the employee for some changes (for example, translation), they become impossible.
To achieve this goal, the administration of the enterprise must, 60 days before the planned event, in any convenient way, bring to the attention of employees notifications of upcoming changes.
How often can you make changes to the staffing table
The law in no way regulates the frequency of amending the staffing table, so it all depends on the management of the organization. In principle, if desired, changes can be made at least every month (although such activity may arouse interest from the labor inspectorate), but usually this happens much less frequently, once a year or as needed.
Editing staffing is appropriate for minor changes in the overall activities of the enterprise.
But if we are talking about a global reorganization of the company, with a complete “shuffling” of structural divisions, staff positions, etc., then it is better not to limit ourselves to changes in the staffing table, but to draw up a new document.
The period of entry into force of the changed staffing table
Most often, the length of time between writing an order and making adjustments to the staffing table with its subsequent entry into force is not limited in any way, except when it comes to downsizing.
In such situations, at least two months must pass between the writing of the order and the entry into force of the new staffing table.
During this time, employees of the enterprise who have been laid off can decide on their future plans: either transfer to another vacant position within the company (if any) or find a new job.
Who writes the order
Any employee who has the necessary authority and has the skills to write such documents can be engaged in writing an order. Usually this is either a legal adviser, a specialist in the personnel department, a secretary, or the head of the organization himself. In any case, regardless of the direct executor, after drawing up the document, it must be submitted for approval to the director of the company.
Basis for the order
In this case, the basis is an explanation of the reasons for the changes being made. Usually it is given at the beginning of the document after the words "In connection with ..." and should accurately reflect the actual state of affairs in terms of personnel in the enterprise. However, it will be most correct to have certain documents. The role of such is played by the heads of structural divisions, who, due to certain circumstances, consider it necessary to expand the department or, conversely, reduce some staff units. If there is such a note, the order must:
- give her a link
- giving her number
- compilation date,
- author (position and full name of the employee).
The more carefully and accurately the employee involved in drawing up the order treats his duties, the less likely future claims from regulatory authorities, for example, the labor inspectorate, will be.
How to make and place an order
The order does not have a unified sample that is mandatory for use, therefore it can be drawn up in any form or according to a template developed within the enterprise and approved in its accounting policy. At the same time, it should be borne in mind that the document must contain some necessary information:
- Business name,
- number and date of the order,
- basis for it
- complete list of changes.
The execution of the order can also be absolutely anything: printed or handwritten, on a simple standard sheet of A4 format or on the company's letterhead. The only immutable condition is that it must be certified by a genuine autograph of the head of the organization or another employee authorized to sign such papers. In addition, the order must be signed by the persons who are responsible for its implementation and those who are directly affected by them (true only when the order entails changes in their employment contracts).
As a rule, orders are drawn up in a single copy and are kept in a special folder for the duration of the period of validity along with other applicable regulatory legal acts, orders and orders, and after the loss of relevance, they are transferred to the archive of the enterprise.
Making changes to employee documents when changing the staffing table
Salary changes
The staffing table is a document that is used to formalize the structure, staffing and staffing of an organization.
Staffing: development, approval, unified form
According to the Qualification Directory for the positions of managers, specialists and other employees, approved. By resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 37, the preparation of the staffing table can be charged with the duties of a labor economist. Since such a position is far from being in every organization, the company's management independently decides who is entrusted with this work.
If the head of the organization imposes this obligation on an employee for whom it is not prescribed in the employment contract and (or) job description, then such a person is appointed by means of an order for the main activity.
An approximate form of an order to assign duties to an employee to create a draft staffing table is given below.
The TKRF does not directly require the presence of a staffing table in each organization, however, the resolution of the State Statistics Committee of Russia dated 01/05/04 No. 1 provides that unified forms of primary accounting documentation for accounting for labor and its payment, incl. form T-3 (Staffing), apply to organizations of all forms of ownership
The staffing table is approved by order (instruction) of the head of the organization or a person authorized by him.
In this order, unlike the standard form of the order for the main activity, there is no ascertaining 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 specify the reasons (if any) for which the approval of the new staffing is taking place.
The form of the order on approval of the staffing table is given below.
Prior to April 2001, the legislation did not establish any requirements for the preparation of the staffing table. With the introduction of the Album of unified forms of primary accounting documentation for accounting for labor and its payment (Resolution of the State Statistics Committee of Russia dated 04/06/01 No. 26), the employer has the opportunity to use a ready-made staffing form - form T-3. In 2004, a new Album of Unified Forms was published, approved. Decree of the State Statistics Committee of Russia dated 05.01.04 No. 1, in which minor changes were made to the T-3 form. In fact, the signatures of the approval visas at the end of the form have changed. Let's give an example of filling out the staffing table.
It is necessary to pay attention to the fact that in the employment contract of the employee, the name of the position must correspond to that indicated in the staffing table.
If, in accordance with federal laws, the provision of benefits or restrictions is associated with the performance of work in certain positions, specialties or professions, 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 order established by the Government of the Russian Federation (Article 57 of the Labor Code of the Russian Federation).
At the moment, there are the following directories that can be used when establishing a profession (position) in the staffing table:
- ETKS - Unified Tariff and Qualification Directory of Works and Professions of Workers;
- Unified qualification directory of positions of managers, specialists and employees;
- OKPDTR - All-Russian classifier of professions of workers, positions of employees and wage categories.
Making changes to the staffing table
There are two ways to make changes to the staffing table.
First, you can change the staffing itself. The new staffing table for the next registration number is approved by the order for the main activity.
Secondly, as a rule, when the changes made to the staffing table are not significant, they can be issued through an order for the main activity.
If changes are made to the staffing table by means of an order, then the heading of the order may be as follows:
"On making changes to the staffing table";
"On changing the staffing table";
"About a partial change in staffing."
The following reasons may be given as grounds for the order:
- improvement of the organizational structure of the company;
- carrying out activities aimed at improving the activities of individual structural units;
- company reorganization;
- 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.
The form of the order to amend the staffing table is given below.
When there is a change in staffing, it is necessary to correctly assess the changes occurring in connection with this.
When new positions are introduced into the current staffing table, old ones are excluded, the name of the position is changed, new departments are created, then often these processes affect already working personnel, and then it is necessary to make changes and adjustments to personnel documents of employees, depending on what changes are introduced. It can be:
1) renaming of the position;
2) translation;
3) department renaming;
4) assignment of additional duties;
5) change in salaries.
In all these cases, the personnel officer needs to perform different procedures for processing personnel documents.
Let's consider all these options separately.
The renaming of a position takes place when an employee who is currently working and performing certain duties does not change anything that would entail a change in his work function or the usual daily 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 a change in organizational or technological working conditions, at the initiative of the employer, it is allowed to change the essential terms of the employment contract determined by the parties. A prerequisite is that as a result of such changes, the labor function of the 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 they are introduced.
Thus, in the case of renaming a position, in addition to making changes to the staffing table (by issuing an order for the main activity), it is necessary to obtain the written consent of the employee. If the employee does not agree, one should act in the manner provided for in Art. 73 of the Labor Code of the Russian Federation. After that, appropriate adjustments are made to the T-2 personal card and work book. An example entry is given below.
According to Art. 72 of the Labor Code of the Russian Federation, a transfer is a change in the labor function or essential conditions of the employment contract, in particular the place of work (indicating the structural unit), if this is indicated in the employment contract, the labor function, the rights and obligations of the employee, the characteristics of working conditions, benefits and compensation, the regime work and rest, wage conditions.
Permanent transfer at the initiative of the employer in the same organization is allowed with the written consent of the employee. The first document when making a transfer should be a proposal for a transfer, then - written amendments to the employment contract, signed by the employee and the employer. After that, a transfer order is issued (unified form T-5), the basis for which is a change to the employment contract. After that, changes are made to the work book and personal card T-2.
Below is a scheme for processing documents when transferring an employee and a scheme for making changes (additions) to an employment contract.
The staffing table is a production document that is not created for a long period of time. Reshuffles in the state, a decrease or increase in salaries, as well as other circumstances need to be adjusted.
Making changes to the staffing table is a normal procedure and must be carried out in accordance with the provisions of the law and the rights of workers. The important steps of this process are presented in this article, they will help to avoid mistakes in the documentation of the enterprise.
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Grounds and reasons for making changes
Taking into account the reference book on the qualifications of the positions of workers, superiors and their subordinates, it is the responsibility of labor economist. But not all facilities have this economist and the boss independently decides who will do this work.
The staffing is usually based on production tasks and the amount of work. According to these data, staff is recruited and fixed assets are calculated, according to which the salary is determined within the limits of the legislative norm.
But, organizations tend to change, develop, and also transform. Changes may be to increase the service areas, or to adjust the types of activities. Because of these circumstances, the form of labor is changing, which means that workers can be either in excess or in shortage.
In addition, adjustments to important paper can be made due to rate changes. Adjustments to the minimum wage are regularly made to the Federal Law, and the authorities of the organization, if funds allow, can raise the salary as a percentage of the salary.
The accounting documentation can serve as the basis for changes in the staffing table.
In addition, results that indicate a decrease in profitability or a cessation of supply may be a reason to make some employees redundant. And if the administrator draws up a document that says about the increasing amount of work due to the innovations introduced, then this will be the reason to recruit new people to the staff.
What adjustments can be made?
Making adjustments to the state schedule and their order depends on how global the changes will be. Basically the changes are as follows:
How to notify employees?
The head of the organization must inform his subordinates about all changes that occur at the facility, provided that they are related to the performance of production tasks for employees. Familiarization should take place both during and during the activity.
If the state schedule changes, but it does not affect the activities of workers, then the boss not required to report about it to your employees. This means that if the management decided to replenish the staff with additional positions, then it is not necessary for subordinates to know about it.
If a reduction is planned, then those workers who who have been fired. The reduction is reported in the form of an order, which the manager must provide to employees against signature.
Naturally, subordinates should also be aware of changes in wages. Those citizens whose salaries will be affected by the changes are brought up to date. Acquaintance must be carried out in accordance with 74 article of the Labor Code.
How often can staffing be changed?
The legislation does not set limits on the number of possible changes in the staffing table. This means that the head of the organization has the right to make adjustments to the document as much as he wants. But, at the same time, he must act according to the process allowed at the level of legislation.
If changes are expected in the amount of salary, or in the title of the position, then it is necessary to report this within two months.
In the middle of the year, the state schedule must be changed in two cases:
- Formation of a new state schedule.
- The state timetable is being amended.
The old schedule is taken as a basis and form another making some adjustments. They begin work on this document from the middle of the year, or from its beginning.
Adjustments are made when necessary so make the head. The document will spell out the reasons why the document had to be corrected. In addition, the changes made are fixed.
Can I be fired due to a staffing change?
When adjustments are made to the staffing table, the manager has the right to dismiss several employees, and this option is provided for by law (clause 2 article 81 of the Labor Code). The instruction forms the order of this process.
The staffing table (ShR or colloquially - “staff”) contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of rates (Goskomstat Resolution No. 1 dated 05.01.2004). The same resolution approved the unified form No. T-3, which is installed in all software products for personnel accounting and, as a rule, is used by organizations and entrepreneurs.
Please note that it is not mandatory for non-governmental organizations. The Federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use forms of primary accounting documents developed independently.
staffing approval
It is approved by the order of the employer, which is signed by the head of the organization or another person authorized by him.
Making changes to the staffing table
The law does not establish either the number of such documents, or specific deadlines or periods for correction. As a rule, in such cases, an order is issued to approve the SR. If the innovations are not large-scale, you can get by with an order to make changes. He approves innovations, while they can be indicated in the text of the document or issued as an application. The document is signed by the head of the organization or a person authorized by him. There is no unified form, the employer has the right to develop it independently. The main principle is to fix all the adjustments made. You can use our example of an order to change the staffing table.
Edits are made in the following cases:
- when introducing a new position or a new structural unit;
- when changing their name;
- when changing salary or tariff rate;
- when liquidating vacant positions and departments;
- downsizing or downsizing.
Introduction of new staff units
When you need to hire a specialist whose position is not provided for in the staff, or add an entire unit to the organization, an order is issued to introduce new units. It must contain information about the name of the structural unit, the name of the position, the number of rates, salary or tariff rate.
Changing the title of a position or department
Renaming, as a rule, does not entail a correction of the labor function of an employee (or an entire department). If the labor function changes, then renaming cannot be carried out. It is required to issue a transfer of an employee (or several employees) to a new position. A change of name will entail making adjustments and additions to the employment contract, to the work book and the employee's personal card.
Order to amend the staffing table
Thus, such innovations not only require notification, but also the consent of employees. In case of refusal, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation, not missing the mandatory notification of the employee two months before the adjustments. You can use this sample order to change the staffing table.
Salary or rate adjustments
This is a change in the terms of remuneration agreed in the employment contract. Therefore, it requires mandatory agreement with the employee, even if the salary increases. In case of refusal of the employee, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation.
Withdrawal of vacancies and departments
This procedure does not require agreement with employees. These positions are not occupied, therefore, they can be liquidated by the decision of the employer.
Important point! If it is planned to reduce staff, then it is better to remove vacant positions from the HR before the start of the reduction procedure, and not simultaneously with it.
Downsizing
These are the most time-consuming innovations, they should be prepared in advance. The employer must ensure that vacant positions are removed from the HR and that the new structure meets the needs of the organization. Employees are warned about the upcoming dismissal by the employer personally and against signature at least two months in advance. The corresponding order must also be issued at least 2 months before the amendments are made. Use the sample order below to make a change to the staffing table.
Search results for the query "Order on the optimization of staffing in the Republic of Kazakhstan":
- Order of the Council of Ministers of the Republic of Crimea.
Order to change the staffing table
Sample order to reduce the number and staff of employees of the organization in 2017
Order to reduce the number and staff: a sample when eliminating the position of employees or a staff unit in the organization's schedule
M oyaFirma.com
On approval of staffing limits of ministries and other central executive bodies, taking into account the number of their territorial bodies and state institutions subordinate to them — "Adilet" ILS
Sample order to reduce the number and staff 2017 | Download the form
APPROVED | INFORMATION on the implementation of measures to optimize the network of state-owned, budgetary municipal institutions of the municipality Krasnoperekopsky district of the Republic of Crimea and streamline the staffing of these institutions as of _ to
Krpero.rk.gov.ru
On measures to optimize the staffing of bodies maintained at the expense of the state budget and estimates (budget) of the National Bank of the Republic of Kazakhstan — "Adilet" ILS
Sample order to reduce staff and number of employees in connection with optimization
vashbiznesplan.ru
Practical implementation of "EFFECTIVE
Mzdrav.rk.gov.ru
RESOLUTION | On approval of the action plan to optimize the network and staffing
The procedure for making changes to the staffing table
Reasons for making changes to the staffing table
Making changes to the staffing table.
Changes to the staffing table are made on the basis of a decision made by the employer, fixed by order. Changes can be of the following nature:
- exclusion of vacant positions or entire divisions in connection with organizational changes in the work of an organization or enterprise;
- the introduction of new staff units if it is necessary to expand production or increase the services provided;
- reduction of staff units associated with a reduction in the number or staff of an organization, an individual entrepreneur;
- changes in salaries;
- renaming of departments and positions, etc.
Schedule changes can be made in two ways:
- issuing an order on the corresponding change;
- Approval of the new staffing table.
The employer independently decides on the method of making changes to the staffing table. When carrying out measures to reduce staff or headcount, the law also does not oblige the employer to introduce a new staffing table, i.e. he has the right to make changes to the existing one by order. Thus, the employer can have one staffing table throughout the entire activity of the organization and only by orders to regulate the number of positions or structural units.
Information on the availability of vacancies (positions) the employer is obliged to submit monthly to the employment service authorities (clause 3 of article 25 of the Law of the Russian Federation of 19.04.1991 N 1032-1 "On employment in the Russian Federation"). Part 1 Art. 8 of the Law of the City of Moscow dated 01.10.2008 N 46 "On Employment in the City of Moscow" contains a similar provision. The employer provides information on the need for employees (availability of vacancies, positions) in accordance with the procedure approved by Decree of the Government of Moscow dated 23.06.2009 N 579-PP.
1. Supplementing the staffing table with new positions and structural divisions
If it is necessary to add a position to a structural unit or an entire unit to the organization, an order should be issued to make appropriate changes to the staffing table, i.e. on the introduction of new units. There is no unified form of such an order, so the employer has the right to develop it independently. This order is signed by the head of the organization or an authorized person. The date of the introduction of a new position may not coincide with the date of issue of the order, i.e. changes can be introduced later (for example, the date of issue of the order is 11/28/2009, and the position is introduced from 12/15/2009). When supplementing the staffing table, the employer is not obliged to acquaint employees with the changes being made.
The diagram below contains information on how to make changes to the staffing table by adding new posts (staff units) or structural units to it, as well as the main steps that must be completed.
Ways to supplement the staffing table
unified form
not provided.
The project should include:
- the date from which they are entered
changes;
I. Drawing up a new II. Making changes - naming new ones
staffing table into the current staffing table of structural units,
positions;
- the number of new staff
- the amount of salary (additional payments,
More about this Drafting an order for allowances).
step see "Drafting Changes can be made
staffing" from the date of issuance of the order on
of this material the approval of the staff
schedule or later.
Signing the order The order is signed
Head of the organization
or a person authorized
for approval (change)
The order is registered
Registration of the order in the journal (on paper
media or electronic
form). Unified
log form
not provided.
Storage of the order Changes to regular
timetable are kept
constantly
2. Exclusion from the staff list of vacant positions and structural units
The exclusion from the staff list of vacant positions is carried out on the basis of the order of the head or authorized person. In this case, notification of employees about a reduction in the number or staff is also not required, since these positions are not occupied by employees.
Before starting the procedure for reducing the state or number of employees, it is recommended that the employer exclude vacant positions in advance, and not simultaneously with notifying employees of the upcoming release, since the withdrawal of vacant positions without offering them to employees subject to dismissal may be regarded by the court as non-compliance with the procedure preceding the dismissal of employees for grounds, under paragraph. 2 h. 1 Article. 81 of the Labor Code of the Russian Federation.
Since the order to exclude units from the staff list is drawn up in a form developed by the employer independently, it is not necessary to indicate the salary or salary in it, in contrast to the order to enter a staff unit.
3. Exclusion from the staff list of staff units or structural divisions in case of reduction in the number or staff
The right to decide on the reduction of staff or headcount is granted to the employer. The main condition for holding such events is compliance with the norms of Part 3 of Art.
How to apply for a salary change for an employee
81, art. Art. 82 and 180 of the Labor Code of the Russian Federation, i.e. written notification of employees, participation of the elected body of the primary trade union organization (if any) and offer of vacancies to employees subject to dismissal.
3.1. The procedure for making changes to the staffing table when reducing staff or headcount
The decision to reduce the staff or number of employees is taken by the employer independently and is caused by a difficult production or economic situation in an organization or an individual entrepreneur or organizational changes that do not allow maintaining the full staff of employees.
After making a decision to reduce the state or number of employees, the employer must take the following actions in relation to the staffing table:
1. Issue an order to exclude certain staff units or positions from the staffing table or to approve a new staffing table without including reduced positions in it. When determining the date of entry into force of the new staffing table or making changes to it, it is necessary to be guided by Part 2 of Art. 180 of the Labor Code of the Russian Federation, which establishes that employees must be warned of the upcoming reduction at least two months in advance. Thus, the date of entry into force of the changes cannot occur earlier than 2 months after the issuance of the order (for example, the date of issue of the order to make changes is 01/11/2010, and the changes should be put into effect no earlier than 03/12/2010).
2. Issue an order, instruction or other administrative document, which indicates the ongoing measures to reduce the staff or number of employees of the organization, the date of the proposed changes, units, positions, last names, first names, patronymics of employees to be dismissed, their rights and guarantees provided in accordance with the legislation.
3. Prepare and issue notices to employees who are subject to dismissal due to a reduction in the number or staff (if the employees were not familiarized with the order to reduce the staff or number against signature). The law does not establish the obligation of the employer to issue a copy of such a notification to the employee, therefore it is enough to familiarize the employee with it against signature (part 2 of article 180 of the Labor Code of the Russian Federation).
4. Change in salaries in the staffing table
If the employer intends to change salaries, then he is obliged to take measures to notify employees about this and amend labor contracts, and if employees refuse to work in the new conditions, terminate labor relations with them on the basis provided for by the Labor Code of the Russian Federation.
After the employer decides to change the size of salaries, it is necessary to issue an order to amend the staffing table, drawn up in any form, which is signed by the head or authorized person.
5. Renaming positions and divisions
If the employer intends to change the name of the position, he must obtain the consent of the employee to do so. In case of refusal of the latter, one should be guided by the norm of Art. 74 of the Labor Code of the Russian Federation.
If the employer decides to rename a structural unit or a specific position, it is necessary to issue an order to amend the staffing table signed by the head or other authorized person.
