Interpretation of the code Assignment of responsibilities during vacation: registration rules

03.08.2019

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4 min.

Every officially employed employee has the right to certain types of leave - annual, educational, maternity leave. However, the activities of the enterprise are not suspended for this period, which means there is a need to assign responsibilities during the vacation to another employee of the organization. To formalize this process, the legislator provides a certain procedure. Violation of aspects entails the initiation of administrative proceedings and the imposition of appropriate sanctions on officials.

When someone else's responsibilities need to be delegated

The main reason why a replacement order is issued is the absence of the employee whose duties are to be replaced from his workplace during legal rest.
IMPORTANT! The Labor Code provides a working person with the opportunity to take advantage of various types of leave: main (Articles 114–115), additional (Articles 116–119), educational (Articles 173–176 of the Labor Code of the Russian Federation), maternity leave (Article 255), care leave child (Article 256), without salary (Article 128).

An order for replacement during vacation is issued simultaneously with the sending on vacation of an employee whose work functions are required to be performed in his absence.

Not every “vacation” absence of an employee from the workplace requires the automatic issuance of an order to replace his duties. process engineer, whose responsibilities include the development of technological production processes, for 3-5 days on vacation without pay , will not necessitate his replacement within the specified period.

However, if the same employee goes on maternity leave, and after him plans a 3-year period of child care, it is impossible to do without assigning his duties to another employee.

An employee may be hired specifically for this purpose under an employment contract - in this case, the order assigning duties is replaced by an order for employment.

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A replacement employee may be transferred from another place of work or hired on an external or internal basis. If the listed methods are not used, for example, in the case of a short-term absence of an employee due to vacation, an order is issued to assign duties to another employee.

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Legislation

The Labor Code provides for two options for temporarily assigning someone else’s duties to another employee:

• combination;
• temporary transfer.

Combination according to the norm of Article 60.2 of the Labor Code means additional work:

• in his own profession or position;
• for another position or profession.

A temporary transfer under Article 72.2 of the Labor Code involves releasing an employee from his main job and assigning him the functions of another employee during the vacation. For example, one of the clerks is temporarily transferred to the position of secretary.

The Labor Code does not provide for any other replacement options. Moreover, an oral agreement has no legal force, since all changes in the relationship between the director and subordinate, including responsibilities and additional payments, are formalized in writing.

In the case of an oral agreement, the director will not be able to hold the replacement accountable for poor performance, and the employee may be left without additional pay.

Reasons for the order

Substitution means the transfer of professional responsibilities of a specialist temporarily absent due to extenuating circumstances to another person. Possible reasons for the absence of an employee under the Labor Code:

• illness (v. 76>);
• annual leave (Article 114>);
• leave without pay (Article 128>);
• execution of state duties (Article 170>);
• maternity and child care leave (Articles 255, 256, 257).

Substitution is implemented in the following ways:

• Expanding the scope of tasks of a colleague of an absent employee - used when it is initially known that a replacement will be needed for a short period. For example, an employee is sick or needs to work part-time while on vacation.
• Concluding a fixed-term employment contract with a new specialist is preferable when there is a long replacement period ahead. For example, if an employee has taken maternity leave.

To transfer powers, familiarize interested parties and charge payment for additional duties, the enterprise issues a corresponding order.

How is combined work paid during the vacation period - amount of payment

The issue of additional payment for additional responsibilities assigned to the employee is dealt with by the organization that needed to register a combination or part-time job.

There are various ways to calculate the amount of payment that an employee will have to pay for additional work.

You can pay depending on the actual volume of tasks completed or calculate the money based on the time worked.

For convenience, we present a possible payment option.

An example of calculating additional payment to an employee for 2021

Conditions:

• At the store, the cashier went on vacation for two weeks in February 2020.
• This period will be 10 working days.
• He has a salary of 15,120 rubles.
• During the vacation period, cashier duties are assigned to another employee on a part-time basis.
• For a larger volume of work he is entitled to additional payment. For part-time work, management pays 50% of the salary.

How to calculate the amount of additional payment to an employee for combining the positions of a temporarily absent employee in connection with his vacation?

Calculation:

1. To calculate the amount of additional payment for replacing a given person during vacation, the following formula is used: 15,120 x 50% / 18 working days in February = 420 rubles.
2. A part-time worker will be paid 420 rubles per day in February. This means that in 10 working days you will be able to receive 4,200 rubles.
3. Additionally, you should deduct personal income tax of 13%, and also charge insurance premiums at a general rate of 30% plus 0.2% to the Social Insurance Fund for injuries.

Using this principle, management can calculate the monetary remuneration that will be due for combining positions. The specific amount of the additional payment for replacement is prescribed in advance in the documents, so the employee can first familiarize himself with the amount of the additional payment.

Options for replacing an employee during sick leave

The main points that relate to the procedure for replacing employees during their absence are regulated by Article 72 of the Labor Code of the Russian Federation. In particular, this article establishes that, depending on the situation, the replacement of an employee can be carried out either voluntarily or made obligatory.

For example, if the need for replacement is caused by any incidents, accidents, or other situations associated with large-scale consequences or damage, then such an action can be carried out voluntarily, and if it is a normal situation, then it is first necessary to obtain the consent of the person who will perform the actions additional nature.

The need for replacement may be caused by the following factors:

• when an employee is ill, no matter how long it lasts;
• in case of temporary disability, which may be associated with pregnancy and childbirth;
• if there is a need to care for a sick family member.

Possible options for replacing an absent member of the workforce may include the following:

• replacement (full performance of all existing job responsibilities of someone who is temporarily absent);
• combination (partial performance of functions that are separately negotiated or prescribed).

Who can be appointed

In order to start the process of replacing a temporarily absent employee, you must first select the right candidate for a replacement.

Articles on the topic (click to view)

• Fine for late payment of vacation pay
• What to do with unused vacation
• What to do if your employer does not pay vacation pay
• How long after employment is vacation allowed?
• Is maternity leave taken into account when calculating pensions?
• Accounting for compensation for unused vacation
• Dismissal while on maternity leave

This must be a person with sufficient qualifications, education and experience.

He can work in any position within the company (in this case, you will also need to obtain his written consent) or hired “from the outside” on a part-time basis.

In some situations, to replace a valuable “personnel” who has been absent for a long time, a new specialist is hired - then a separate fixed-term employment contract must be concluded with him, indicating a specific limited period of validity.

Features of substitution during vacation

Performing duties during vacation requires special skills and abilities that can fully ensure the quality and speed of work. Most often, employees are chosen with a similar nature of the position (for example, accountants of a department, but of different profiles; a personnel officer can replace the secretary on a temporary basis). The choice depends on the structure of the organization and the specifics of the responsibilities.

Substitution options

There are three main options for replacing an employee during an employee’s vacation, each of which has its own characteristics and registration rules:

• transfer for some time;
• officially registered combination;
• part-time job

Substitution during vacation on a non-permanent basis means transferring an employee of a structural unit to the place of a vacationer. This point is reflected in the employment contract (using an additional agreement signed by both parties). The final period depends on the reason for the replacement. Start and end dates usually coincide with vacation time. The procedure is as follows:

• drawing up and signing an addendum to the employment contract;
• issuing an order, familiarizing the employee;
• actual transfer and acceptance of new responsibilities.

Combination is used if an employee goes on vacation for a long period (for example, the maternity period can be up to three years). A regular transfer is not possible in this case - the employee still has his own responsibilities.

Attention! In accordance with the norms of the Labor Code of the Russian Federation, combining means performing job functions for two structural units of an enterprise at the same time. The length of the working day (shift) remains the same.

The main characteristics of such a translation:

1. Increase in payment amount;
2. Expanding the sphere of influence and service;
3. Significant increase in the volume of work performed.

Some managers, in order to reduce paperwork, agree verbally. On the one hand, it is convenient for the enterprise. On the other hand, the employee remains unprotected from a legal point of view. If a conflict situation arises, you will have to prove the fact that you performed duties for the vacationing specialist. And the responsible person may be subject to administrative punishment.

The part-time option is divided into external and internal. The first means attracting an employee who is already working at this enterprise. The second involves hiring an additional specialist to assign responsibilities during the vacation to him.

It is important to know! The main difference between the external type of part-time work is that other work is performed at a different time. It is issued as it should be for this type of employee.

In accordance with the provisions of Part 5 of Art. 282 of the Labor Code of the Russian Federation, it is not allowed to attract the following categories of citizens from outside:

• under 18 years of age;
• those involved in hazardous and hazardous industries (main place);
• each of the units is related to driving or traffic.

In addition, the law may provide for additional cases in which temporary performance of duties during the vacation period is impossible.

Combination of positions

If the employer decides to assign additional responsibilities to an employee, then in addition to his own work during the day, he will also have to perform the work of a sick specialist. In this case, for the combination, an amount will be paid in addition to his basic salary, the amount of which is determined by an agreement signed by the parties. Then the employer issues an order to combine positions. The worker must familiarize himself with the order by signing it, after which he can begin to perform new duties. An entry about the combination is not made in the work book.

Useful video

How to formalize the replacement of a temporarily absent employee under the Labor Code of the Russian Federation, how to transfer the performance of duties to another employee - watch the video:

When an employee goes on vacation, it is necessary to select a replacement to perform duties during the absence. Management chooses a convenient replacement method at its discretion. The main thing is to prepare the documents correctly and obtain the consent of the replacement person in writing.

Additional work is subject to additional payment, the amount of which is determined by the company’s internal regulations.

Procedure for replacing an absent employee

The replacement procedure includes the following steps:

1. The selection of a candidate for the position of an absent person is made by the personnel service, sometimes on the recommendation of the head of a structural unit or other specialist.
2. If this is a new employee, an employment contract will be required. The document must contain information about the temporary nature of the work, stipulate the duration, working conditions and wages.
3. With the consent of the employee, a draft order is prepared and endorsed by the director of the company.
4. If the main employee is a financially responsible person, then a written agreement must be drawn up with the replacement to establish financial responsibility for the duration of the replacement.

If the duties of the main specialist are assigned to a colleague for a long period of time, a written amendment to the latter’s employment contract is drawn up, certified by the signatures of the parties.

IMPORTANT! According to Art. 151 of the Labor Code of the Russian Federation, expansion of the service area implies additional payment to the replacement employee. The amount of payments is determined by the amount of work assigned and agreed with management.

A candidate for another position is subject to certain requirements in terms of level of education, qualifications, and experience. To combine positions, as a rule, an employee is selected who works in the same structural unit as the main specialist. An undeniable advantage is the candidate’s awareness of his colleague’s work and, as a result, saving time on inclusion in the work process.

Is it always necessary to document an order?

According to the requirements of current legislation, an employee can be entrusted with performing the functions of an absent specialist. This will require the person's consent. If the parties have reached an agreement, then the manager issues an order of the appropriate nature, which will be the basis for the calculation of additional payment in the future.

But it is not always necessary to issue an order. In some cases, an order will not be required. This applies to the category of employees who were initially appointed to the position with the condition of possible replacement of a temporarily absent employee, for example, deputy managers. Such a condition must be specified in the contract. As compensation, the employee is given a cash bonus or additional days to the main vacation.

Preliminary discussion

The employee’s consent to replace a temporarily absent person is one of the conditions for the assignment of additional responsibilities. For this reason, the head of the company will need to discuss this issue with the person. During the conversation, the terms of compensation and the scope of additional responsibilities are discussed.

At the same time, Article 72.2 of the Labor Code of the Russian Federation somewhat expands the powers of the manager, granting the right to assign additional responsibilities to the employee without his consent. This is possible in the case of:

• disasters;
• industrial accidents;
• natural Disasters.

Attention! Consent will also not be required if the absence of a specialist will negatively affect the company’s activities, that is, it may lead to a temporary suspension of work, damage or destruction of material assets.

Required documents

The procedure for assigning the duties of a sick employee to another specialist involves the preparation of a number of documents.

These include:

1. Report from the immediate superior of the absentee.
2. Application for replacement.
3. Leader's order.

Information about the temporary replacement of a sick person is not entered into the work book . Information is indicated only on the replacement employee’s registration card.

Service memo

The norms of the Labor Code of the Russian Federation do not directly indicate that it is necessary to draw up a memo in connection with an employee’s illness. But in practice, the local rules of most organizations provide for the preparation of such a document.

The note is drawn up in writing and sent to the head of the company. It should indicate the following:

• Manager details.
• Name of the structural unit.
• Information about the sick employee.
• The date from which he is missing.

Attention! The sick person’s immediate supervisor draws up and signs the memo.

Statement

Another document that can be issued during sick leave is an application for replacement. It is drawn up by an employee who will replace the person who has gone on sick leave and will officially confirm that he is not against performing the duties of a sick colleague.

Like a memo, the application is made in writing. It indicates the start time of sick leave, as well as information about the employee who will temporarily perform duties.

Order to assign duties to another employee

Almost always, an order to assign the duties of a sick specialist to another employee must be issued. The exception is cases when a person is initially a substitute specialist and such a rule is specified in his contract. The order is issued in writing.

The order assigning the duties of a sick specialist to another employee states:

• Name of company.
• Information about the absent and replacement employee.
• Replacement start date.

The order is signed by the head of the company. The document must be reviewed and signed by the replacement employee.

Additional agreement to the TD

An additional agreement to the employment contract may be required. It is issued if a person remains working in the company, but is completely relieved of the duties of his position for the duration of his replacement. The additional agreement, like the employment contract, is drawn up in writing, in two copies. It indicates the period and name of the position for which the replacement will take place.

What does the Law say?

The labor rights and obligations of the employee and the employer are regulated by the norms of the Labor Code of the Russian Federation. Thus, according to Article 60.2 of the Labor Code of the Russian Federation, an employer may assign one of the following forms of additional work to his subordinate :

• Combining several positions;

In this case, the employee performs duties for several job positions at once. An employer can assign such additional work to his subordinate if there is currently a vacant position in the organization from which the employee has been fired, but has not yet hired a new one.

So, for example, a journalist can combine the work of an editor until the employer finds a person for this position.

• Increasing the volume of work;

An increase in work means an increase in work responsibilities for the position of the employee in which he works. So, for example, a journalist must write at least twelve news stories a day, and after increasing the volume of work, the daily norm increased to fifteen news stories and one photo report.

When assigning additional work to an employee, the employer must “soberly” assess the employee’s capabilities and the likelihood of performing such a volume of work.

• Performing the duties of a temporarily absent employee;

Temporary performance of the duties of another employee differs from combining the duties of another employee in that the documented position is not vacant and belongs to an employee who, due to some circumstances, is temporarily absent (vacation, illness, maternity leave, etc.). In this case, the employee who is entrusted with performing the duties of a temporarily absent employee must perform not only his own work (his position), but also someone else’s (partially or completely).

Making an order

This order can be written in free form - its unified form is not established by law (with the exception of government institutions - they have their own standards for all administrative acts).

However, some business managers develop their own order template - if the company has one, it is necessary to focus on it when drawing up orders.

Who issues the order and when?

If the performance of the duties of an employee who has gone on sick leave does not tolerate downtime, then the employer involves another person to do this. To do this, a replacement (Article 72.2 of the Labor Code of the Russian Federation) or a combination (Article 60.2 of the Labor Code of the Russian Federation) is issued. In case of replacement, an authorized person (for example, a personnel inspector, secretary) draws up an order for replacement based on an official or memo from the immediate superior of the sick person and a written agreement of the parties. In the second case, an order is drawn up on combining positions based on the signed consent of the part-time worker. In addition, during sick leave, the employer has the right to conclude a fixed-term employment contract with another employee (Article 59 of the Labor Code of the Russian Federation), hiring him for this position both as a main position and part-time. In this case, a job application is issued.

Unified or accepted forms within the organization are used. The reason for issuing the order is indicated as justification.

Who must sign an order to replace a temporarily absent employee

The order refers to those documents that always come from the top management of the enterprise.

Therefore, this document must be signed either by the director of the organization personally or by an employee who temporarily performs his duties. Also, all persons in respect of whom it was issued and those responsible for its execution must sign the order.

Thus, all the above-mentioned employees will testify that they are familiar with the order and are ready to carry it out.

What to take as a basis for an order

All developed orders must be based on something. In particular, each such order must have a documentary basis and justification.

The basis may be either an article of law directly related to the essence of the order, or an internal document of the company (for example, some act, Accounting Policy Regulations, an official or memorandum). With justification, everything is simpler - this is the real reason for which the order is issued.

How to write an order for a new main employee

If the main employee goes on sick leave for a deliberately long period, then during his absence the organization has the right to hire a new employee in his place under a fixed-term contract. It does not indicate a specific period, but an event on the occasion of which the contract ends - the departure of the main employee. This condition is indicated in the order for hiring a deputy. The document is drawn up according to the standard T-1 form.

An approximate example of an order for employment under a fixed-term employment contract during sick leave:

How to draw up an order for a new part-time employee (external + internal)

Substitution can be formalized in the same way using external or internal part-time work. This condition is indicated in the order in form T-1 in the column “Nature of work”.

An approximate sample of an order for part-time admission during sick leave:

How to draw up an order for an old employee on temporary transfer

In order to complete a full replacement, that is, to assign the responsibilities of an absent employee in full to another employee of the organization, you must first obtain his written consent. Based on this, a transfer is prepared in form T-5. The temporary nature of the transfer and its reason are indicated. Before issuing a replacement order, an additional agreement to the employment contract is concluded. The employee is relieved of his previous duties.

An approximate sample of an order for replacement during sick leave

How to draw up an order for an old part-time employee

If it is possible to assign to another employee only part of the functions of the person who went on sick leave or to divide them among several employees, then not a full replacement is formalized, but a combination of positions. In this case, the employee performs both his previous duties and the work of the sick person. To do this, you must obtain his written consent. On its basis, an order and an additional agreement are drawn up. There is no standard form for it, so it is drawn up in the free form accepted by the organization.

An approximate sample of an order on combining positions during sick leave:

Document Format

Like the execution of an order, its format is arbitrary - this means that it can be done in printed form or in handwritten form, this does not matter to determine the legal status of the document. Only one nuance needs to be taken into account - the electronic form must be printed out so that the director and all interested employees can sign on it.

How to assign duties in connection with the director's vacation?

The director of the organization has the right to go on vacation, but before that he must delegate his powers to another employee.

You can choose any company employee who has enough knowledge to complete the tasks. Often a company has a deputy director, and it is he who is assigned responsibilities.

The tasks include signing contracts, documents and reports. It may also be necessary to represent the company in government agencies and courts.

To transfer responsibilities, the director will need to issue an order for the temporary performance of the manager’s tasks by a replacement employee.

Example of an order to replace an absent manager

The document states the date, as well as the reason why the director is temporarily leaving. Next, you will need to order that another employee be assigned the duties of a director. The specific period when replacement is required is indicated. If desired, you can clarify exactly what powers are transferred to the deputy.

Sample order assigning duties to the general director during vacation -:

After the order comes into force, the director will be able to go on vacation. During this time, a replacement person will perform tasks in his place.

It is best when he is a full-time deputy, because his responsibilities during the director’s vacation period will be specified in the employment contract. However, you can choose another suitable employee of the company.

Some features in special cases

In the event that an employee will be absent for some time due to pregnancy, childbirth, or caring for a minor upon reaching 1.5 or 3 years of age, the employer may act in one of the following ways:

• arrange a transfer to his position: in such a situation, the replacement will be temporary;
• accept a new employee: in such situations, a fixed-term employment contract is drawn up;
• formalize a combination of positions: in such a situation, the document will be temporary.

It is worth noting that a member of the workforce who is temporarily absent due to the birth of a child or caring for him can report the need to return to work at any time, and the employer does not have the legal right to refuse him such an action.

How is the performance of the duties of an absent employee formalized?

Documentation of the performance of the duties of another employee depends on how long the employee will be absent . So:

• If the main employee is absent for a long time, then a fixed-term employment contract will be concluded with the employee who will perform his duties . It will indicate a list of duties for temporary performance, as well as the end date of their performance;

Read about the procedure for concluding an employment contract here.

• In addition, when duties are temporarily transferred to another employee, an order is issued to perform the duties of the temporarily absent employee . The employee who will perform the duties of the absentee must familiarize himself with the order. The employee can also document his consent;

Expert opinion

Mikhailov Vladislav Ivanovich

Lawyer with 6 years of experience. Specializes in family law. Knows everything about the law.

The order must specify the details of the absent and replacement employees, their position, as well as the amount of additional payment for performing duties in another position.

Read about why you need to record the employee’s consent in the next section.

Substitute manager

The director is also an employee of the organization, and also has the right to leave. If the director has a deputy, then he will be the one who will be able to perform duties during the director’s leave. This should be indicated in the job description, because that’s why he is a deputy, to temporarily replace.

If there is no deputy, you will have to issue an order for the temporary replacement of the director (ACTI). The order states:

• basis for replacement (vacation);
• Name and position of the substitute;
• replacement period;
• surcharge.

Any other manager can replace the director, for example:

• Chief Engineer;
• HR Director;
• financial director, etc.

conclusions

A specialist has the right to prematurely refuse to temporarily fill the position of someone who is absent due to vacation, just as the employer can cancel his order to perform duties.

The other party to the transaction is informed of all changes in writing no later than 3 business days in advance. This procedure is determined by Part 4 of Art. 60.2 Labor Code of the Russian Federation.

When replacing professions, oral agreements are not prohibited, which allows one to avoid many formalities. The head of the company will not have to waste time on paperwork.

But for the employee, such a scheme of action is less secure. At the same time, the job description changes, the workload on the employee increases, two staff positions are closed at once, and no additional remuneration is paid.

Payment nuances

Payment for combination is made according to the same rules as replacement. The amount is determined by agreement of the parties, taking into account the volume of workload and deductions from earnings. In practice, the combination is compensated in the form of a salary supplement.

An example of determining the amount of payment

When replacing an employee during a period of sick leave, additional payment can be calculated in two ways:

• additional payment up to the salary for the position being replaced;
• making an additional payment expressed in a certain amount to the basic salary.

Let's look at an example of calculating surcharges:

• the head of the purchasing department was on sick leave from November 1 to November 30;
• during the absence of a person who holds the position of head of a department, all functions performed by him in accordance with the existing instructions for this position were assigned to the manager of the same department;
• the salary of the head of the department is 38 thousand rubles;
• The manager's salary is around 27 thousand rubles.

Due to the execution of the corresponding order from the employer, the replacement manager must make an additional charge in the amount of the difference between their salaries. Thus, the additional payment that the manager will receive will be: 38,000 – 27,000 = 11,000 rubles, and the total amount received will be equal to the boss’s salary.

Personnel auditor Elena Ponomareva talks about the peculiarities of registering the replacement of an employee during his stay on sick leave in this video:

Combination order

Combining professions or positions is one of the forms of temporarily replacing an absent employee. It is somewhat different from substitution. The features of this procedure are:

1. Mandatory consent of the employee. It must be in writing.
2. Clear deadlines for combining. They are established by the manager with the written consent of the employee.
3. A person has the opportunity to cancel the combination unilaterally. But he will have to notify the manager about this in writing three working days in advance.

Order

The order for combination must be executed , since it is documentary evidence of the mutual agreement of the parties. It is drawn up in writing and delivered to the employee against signature.

Expert opinion

Mikhailov Vladislav Ivanovich

Lawyer with 6 years of experience. Specializes in family law. Knows everything about the law.

In addition to general mandatory information, the order must also contain specific wording. The text must indicate that the specialist will perform the duties of the position in a combination manner.

Additional agreement to TD

An additional agreement to the employment contract will be required if the content of the latter undergoes changes. For example, a person worked for a company for some time, but then he was offered to combine positions.

In this case, you will need to draw up an additional agreement to the contract. It should indicate that the duties will be performed in a combination manner.

Payment nuances

Payment for combination is made according to the same rules as replacement. The amount is determined by agreement of the parties, taking into account the volume of workload and deductions from earnings. In practice, the combination is compensated in the form of a salary supplement.

Results

The order assigning duties during vacation does not have a legally established form and is drawn up in any form. In addition to the mandatory details of any internal document (number and date), the replacement order must provide for the timing of replacement and clarify additional responsibilities of the employee. The order is completed with the signatures of the manager and employee.

Sources

• https://nalog-nalog.ru/otpusk_i_vremya_otdyha/prikaz_na_zamewenie_na_vremya_otpuska_blank_i_obrazec/
• https://zakonguru.com/trudovoe/otpusk/zameshenije-sotrudnika.html
• https://o-kadrah.ru/dokumenty/obrazets-prikaza-o-vremennom-perevode
• https://moyaidea.ru/zameshhenie-sotrudnika-na-vremya-bolnichnogo.html
• https://TrudGid.ru/otpusk/prikaz-o-zameshhenii-na-vremja-otpuska-obrazec-2021-goda.html
• https://clubtk.ru/forms/bolnichnie/prikaz-o-zameshchenii-na-vremya-bolnichnogo
• https://urexpert.online/trudovoe-pravo/bolnichnye/zameschenie-rabotnika.html
• https://assistentus.ru/forma/prikaz-o-zameshchenii-vremenno-otsutstvuyushchego-rabotnika/
• https://gosuchetnik.ru/shablony-i-formy/instruktsiya-sostavlyaem-prikaz-o-zameshchenii-na-vremya-bolnichnogo

How to correctly draw up an order assigning duties

Expert opinion

Mikhailov Vladislav Ivanovich

Lawyer with 6 years of experience. Specializes in family law. Knows everything about the law.

There is no single set form for creating this document. It can be made in any form on the company’s letterhead, or developed independently in the style of other personnel orders of the company.

At the top of the form you need to indicate the name of the organization, its tax identification number and checkpoint codes, and the address of the activity.

Then comes the word “Order”, next to which its date of compilation and serial number are indicated.

Below on a new line is the title of the document. Here you can write the general phrase “On temporary performance of duties,” or specifically indicate for what position he was created. The following is the reason why this document was issued.

Then comes the word “I order”, after which the steps that need to be taken to execute the order are outlined point by point:

• Which employee (his position and full name) is assigned new responsibilities, what functions and for what exact period of time;
• To what extent will it be necessary to perform these duties;
• The amount of remuneration for performing the above work;
• Who will control the implementation of this order?

Below, after the word “Bases”, you need to indicate on the basis of which the duties are assigned. This is usually an additional agreement to the employment contract.

The order is signed by the head of the company. After this, in the section “We have read the order,” the persons listed in the document leave their personal signatures.

How to apply for an internal part-time job

Before moving on to the description of the part-time job itself, let’s say that it is possible only if both the employer and his subordinate have given consent to it.

In order to formalize such a relationship it is necessary that:

1. there was an open vacancy at the enterprise (or there was a temporarily free workplace);
2. the employee has written a corresponding application (for employment as a part-time worker);
3. a corresponding order was issued on behalf of the manager;
4. an additional employment contract was concluded, which stipulates the terms, wages, responsibilities of the parties and other conditions of part-time work.