How to apply for the assignment of a temporarily absent employee?

For various reasons, employees of enterprises andorganizations may be absent from their workplace. But the production process must not suffer from this. In such cases, the assignment of the duties of a temporarily absent employee to another person is provided. How to get it right?

In this situation, there are subtleties, to knowwhich is required by both the personnel officer and the head. Yes, and employees increase the educational level will benefit. Let's look at how the duties of a temporarily absent employee are performed, which should be concentrated on each side of the process.

Solutions to the problem

It should be noted that the imposition of dutiestemporarily absent employee is held only in accordance with the law. Two ways of solving the problem were proposed in the TC. The administration can offer the employee a combination, that is, he will work for some time for two. Another way is to translate. In this case, the employee is released from the main duties.

For example, if the chief's secretary went on vacationor fell ill, in his place you can put a courier. In this case, the administration should consider whether this person will be able to perform the previous duties. If he can manage to meet the working time, then apply a part-time, otherwise - translation.

The assignment of duties temporarily absentthe employee needs to be properly registered, pay extra. Still need to bear in mind that in the post-Soviet countries, whose legislation in the field of labor relations is based on the former code, there have been changes. This means that the decision should be sought from the national legal and regulatory framework.

The fundamental question

The procedure for assigning duties temporarilyabsent employee is described in the articles of the relevant national legislation. In the LC RF it is stated that such an event is carried out only with the consent of the employee. This means that the personnel officer must obtain the document in which it is expressed. Lawyers recommend signing an additional agreement. It contains the following data:

• Parties to the contract.
• List of duties or positions.
• Scope of work.
• Surcharge.
• Terms of operation.

Signing such an agreement will meanwritten consent of the employee. On its basis, an order is issued to assign the duties of a temporarily absent employee. Such a document specifies the data listed above.

Imposing the duties of a temporarily absent employee (RB)

In the legislation of Belarus, too,two options. It's about substitution and reconciliation. The first is the release from the main duties and the assignment of what the absent employee was doing. The second option involves a double load. Substitution can be made with the consent of the worker.

There are exceptions. In the event that there is a threat to the life of the population, people can be transferred without consent. This is all reflected in the documentation. Usually the translation (combination) takes place by agreement. That is, the employee is offered for a while to do other work. He signs the relevant paper, which specifies the time and amount of payment. It is forbidden to set a wage, the amount of which is less than the amount that a person received earlier.

Documenting

Any changes in the work schedule should be made outrelevant papers, including the assignment of duties temporarily absent employee (RB). Order on this topic does not differ from other similar documents. It specifies all the requisites, as it should. Another reference is needed to the relevant article of the TC. As an order, an order or other document indicating the reason for the absence of an official and a memorandum by the head of the unit is indicated. Let's give an example:

"On the basis of Art. 67 of the TC of the Republic of Bashkortostan and in connection with the lack of a secretary at the workplace, Ivashchenko SN:

1. Performance of duties of the secretary of the headassign to the HR specialist Ishchenko RT with her written consent for the period (specify), while retaining the responsibility for performing the basic work.
2. Accountants to make an additional payment Ishchenko R.T. in the amount of 50% of the secretary's salary in the specified period. "

More detailed information on this order can be found below.

Legitimacy of legislation

Let's return to the LC RF. Principally, the regulatory and legal framework of both countries is identical. But each has its own nuances. So, if the administration issues an order to entrust, it is necessary to think carefully about the reason for the absence of a worker. Options with a vacation or a hospital are common. They do not require explanations.

But if the employee spree, then you must firstissue a document on the initiation of an investigation (act), only then shift his duties to others. That is, the absence should be explained. The regulation of surcharge is also different in the legislation of these countries. In the Russian Federation there are no documents that strictly regulate the amount. They are accrued on a contractual basis. But in the RB, too, it is only true for private enterprises. Supplements for the compatibility of state employees are regulated by the government.

Imposing the duties of a temporarily absent employee without consent

Such a measure is practiced under special conditions. They are equated with catastrophes, accidents, natural disasters and other events that threaten the population (its part). With such a development of events for a period of up to a month, a person may be entrusted with another job. Such a norm is in the legislation of both the Russian Federation and the Belarusian.

Naturally, the personnel officer will still have toto issue all this by order. TC RF allows for the transfer without consent in other cases. These include, for example, simple or liquidation of an accident. However, it is prohibited to transfer to a position with a lower qualification of an employee without written consent. This should be taken into account in the work.

An easier way to replace

In order for the production process not to bebraked because of illness or leave of a specialist, in his place you can hire another person. Sometimes this method is more optimal than the redistribution of duties. However, the leaders go to him extremely reluctantly. It's all about finances. The newly hired employee will have to pay the entire salary, while with a full-time employee and half is enough. It turns out a serious saving of funds.

There is still such a nuance as an introduction to the course of the case. A new person is unfamiliar with the subtleties of production. Consequently, his work will limp and fail others. Temporary assignment of duties can be carried out for up to one year or until the main employee leaves. In the case of transfer, the person retains a place of service. That is, when the main worker returns, his "deputy" should be given the same place.