Employee's statement of consent to combine positions

What is combination

Combination refers to the work that a full-time employee of an organization performs during a working day or one shift along with his main functions. Being in this mode, he occupies two positions in the staffing table during the same period of time. At the same time, for additional work he is entitled to an additional payment in the amount agreed with the employer.

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Combination should not be confused with part-time work - despite the fact that these two terms are similar, they have one fundamental difference. Combination always occurs within one organization, i.e. A full-time employee of a company holds two positions in it at the same time, while a part-time employee is hired from “outside” and only for one vacancy.

It is also necessary to understand the difference between matching and substitution. When substituting, a person temporarily performs someone else’s duties and does not occupy a second staff position.

In one organization

Within one organization there can only be a combination. Everything an employee does in his free time while working for another company is part-time work. Let's look at their main differences in Table 1.

It is noteworthy that the state has not set a limit on such agreements.

Selecting combination or combination on video:

When is it most often used?

The combination can be either temporary or permanent. The temporary form is the most common; usually this combination occurs when one of the staff goes on maternity leave or long-term sick leave, goes on a business trip, etc. Also, an employee of an enterprise can simultaneously hold two positions in the event of the dismissal of a colleague until a new person is hired. .

As a rule, a person is appointed for the combination whose education, qualifications and work experience are close to the position for which the part-time person is needed (accountant-cashier, sales consultant-sales manager, driver-mechanic, etc.)

Combination is convenient for both sides of the labor relationship. The employer - because he does not have to waste time searching for a new person, training him and introducing him to the staff, the employee - because, coupled with an increased amount of work, he gets the opportunity to earn additional money, without losing his main job and without going beyond his standard working day. Thus, combination is possible only when all labor functions for two positions can be fit into a regular eight-hour working day or forty-hour week.

The final stage of registration

When the company has received an application for combination from an employee according to the current sample, it begins further processing of documents. To begin with, an additional agreement to the employment contract is drawn up, which contains the following information:

• names of the parties (full name and passport details of the employee, name and legal address of the employing company, full name of the authorized person and the document on the basis of which it acts);
• date and number of the original employment contract;
• conditions for future cooperation;
• other points subject to change, set out in the new edition;
• reference to the immutability of the remaining provisions of the agreement;
• handwritten signatures of the parties, an imprint of the organization's seal.

The additional agreement is printed in two copies: one for each party. When it is ready, a personnel order is issued, which states the number of the employee’s consent to combine positions according to the company’s internal model, the date of commencement of additional duties, their list, and the amount of additional payment. The document is certified by the signature of the director of the organization, then the employee is introduced to it against signature.

When personnel procedures are completed, the employee must perform new functions, and the company must make additional payments. If a specialist shirks his duties, disciplinary measures can be taken against him (including dismissal). If the company does not transfer the agreed amount, its actions can be challenged in the labor inspectorate or in court.

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Combination order

The initiative to combine can come from both the head of the organization and his subordinate. In any case, regardless of who was the author of such an assumption, in order to allow an employee to work combining two positions, it is necessary to carry out a number of preliminary actions.

1. First of all, the employee must agree to the combination, always in writing.
2. Then, based on this application, a special order is issued on behalf of the director of the enterprise.
3. After this, an additional agreement to the employment contract is concluded between management and subordinates, which specifies
   all conditions of combination, including the nature and scope of additional responsibilities,
4. start date of their execution,
5. period,
6. amount and form of payment, etc. (in general, everything is as in the employment contract).

It is not necessary to enter the fact of a part-time job in the work book (at least, there is no such requirement in the law), and there is also no need to reflect the hours worked by a part-time worker on additional duties in the time sheet - only the time spent on performing basic functions is recorded here.

And only after all the formalities have been completed, the employee can begin part-time work.

Written consent of the employee

An employer can offer an employee additional work either orally or in writing; The law does not establish specific requirements for the proposal.

But the employee’s consent to this proposal must certainly be in writing (Part 1, Article 60.2 of the Labor Code of the Russian Federation), although its forms may be different.

The following options for written consent are legal:

• an agreement signed by the parties on the performance of additional work (additional agreement to the employment contract with the employee);
• the corresponding inscription and signature of the employee on the employer’s written proposal to perform additional work (for example, “I agree to combine”);
• a written application for combining positions (professions) addressed to the head of the organization or his authorized person.

At the same time, it must clearly follow from the employee’s offer and written consent that he is aware of all the conditions for performing additional work:

• about the specific type of additional work assigned to him;
• about its volume and content;
• about deadlines;
• on the amount of additional payment (according to Article 151 of the Labor Code of the Russian Federation); it can be set either in a specific amount or as a percentage of the salary for the combined position (profession).

employee’s statement of consent to combine positions or professions

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How to apply

To draw up the document, you can take a simple sheet of paper and write on it your decision to agree to combine positions by hand. You can also print the consent on the computer, but then you will need to print it out in order to sign it. Moreover, in the second case, you must first make sure that the employer accepts such documents in printed form.

The form should be made in two identical copies, one of which is then handed over to the destination, the second one should be kept for yourself. Upon admission, a representative of the organization must make a note of written consent in a special journal for recording this type of documentation.

Declaration of refusal

When combining positions, it is worth considering that it is illegal to demand more from an employee than is specified in the contract. Accordingly, if the employee does not agree with the offer provided to him, a refusal is drawn up. This is done in a standard form: a regular application addressed to the manager, the content of which includes refusal of additional work.

If the agreement has already been signed, it can be terminated early. However, this must be reported three days in advance. Management also does not have the authority to refuse early termination.

The ability to navigate most corporate documents, which use not only established procedures, but also business custom, is useful. This forces a person to expand his thinking and act better in critical situations. Now that the combination of positions has been sorted out, not a single employee will leave with an undeservedly low salary.

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Sample consent for combining positions

If you need to draw up an agreement to combine two positions, which you have never written before, read the explanations for the document given here and look at the example - using it, you can easily write your own document.

1. At the beginning of the consent, indicate to whom you are addressing it: the name of the company, position and full name of the director (or the employee performing his duties).
2. Next, enter your own data in the same way.
3. After this, in the middle of the line write the word “Statement”, below - “on consent to combine two positions.”
4. Next, formulate the main part. First of all, indicate when and by whom the combination was offered to you, then that you agree with this working regime.
5. Be sure to indicate in your application the amount of remuneration agreed with management for the additional amount of work, as well as a link to the article of the Labor Code of the Russian Federation in accordance with which you are acting.
6. At the end, do not forget to sign your consent.

What features to consider

As additional features, consider the contents of the document:

• payment for assumed duties must be indicated
• deadlines are clearly stated
• the specifics of the temporary position must be fully described

If the final document does not contain the rights and obligations of each party, then you should either send it to lawyers for revision or refuse to sign it.

Video about the legislative aspects of the issue:

In what cases is it required?

The need for combination within one company may arise in various situations:

• long-term treatment of the employee, documented with appropriate documents;
• an employee going on maternity leave;
• long business trip;
• labor shortage in times of crisis at the enterprise;
• dismissal of an employee and inability to hire another in order to save money;
• the need to increase the efficiency of solving various problems, etc.

In all these and other situations, an application for combining positions is required.

This document confirms the employee’s consent to perform additional work.

Only after it has been correctly completed and the document has been signed by the manager, the employee has the right to begin performing new job functions.

The concept of the term “combining positions” is explained in Article 60.2 of the Labor Code of the Russian Federation. It says that combination is the performance by an employee of additional work for some time in another vacancy along with the main job function and involves the payment of additional monetary remuneration to the employee.

It should be noted that this term includes expansion of the service area and increase in production volumes.

In these situations, a statement is also drawn up according to a standard sample; the difference between them will only be in the wording.

The phrase “combination of professions” is usually used for blue-collar occupations, while for office and administrative units “combination of positions” is more applicable.

Combining positions (or specialties) is permissible within the same group of employees: workers, administrative personnel, specialists, etc. This rule is not enshrined in law, but this is the traditional presentation of concepts.

Restrictions on combination may be imposed due to other circumstances:

• the employee’s qualifications do not correspond to the new vacancy;
• a new job requires additional certificates (for example, medical clearance), etc.

If an employee does not want to take on additional responsibilities, he can write a corresponding refusal, which will not be a basis for terminating the employment contract.

If an application to terminate the part-time job has been submitted, but the period for performing additional work has not yet expired, early termination of new duties is permissible provided that management is notified at least three working days in advance.

What should be in an employment contract? Find out here.

Such consent can be initiated in two ways:

• From the employee's side. In this case, he himself draws up a statement with a request to assign additional responsibilities to him in a combination manner. The employee’s application is supplemented by the signature of the manager and an order to the HR department to prepare the necessary documentation.
• From the manager's side. The head of the department draws up a memo with a request to assign the employee the duties of a combined position. The memorandum is supplemented by the employee’s written consent, which contains the wording “I agree to combine positions (professions).” Next, the manager imposes a resolution.

An application for combining positions on the initiative may look like this:

Sample employee application for combining duties

Sample application for combining positions submitted by the head of the department:

Sample application from the head of the department

In addition, the employer may provide the employee with consent in the form of notification of the availability of positions that can be combined.

An example of such a document:

Combination: writing a statement to the manager

The decision to combine positions or professions by an employee is made by the management of the organization or enterprise based on the professional skills the employee has. Also, the employee himself can take the initiative if he wants to expand his work responsibilities and receive monetary compensation for such work.

Combination involves working at two or more jobs at once within one working day (shift). The employee is not given additional time to perform assigned duties, and he is not released from his main job .

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Working at double the volume requires both physical strength and sufficient qualifications and experience. Therefore, the employer is obliged to obtain the employee’s written consent, which is expressed in a statement or through the employee signing a written proposal (memo from the manager).