Order to change the staffing table. Reasons for its publication and rules of compilation

And, accordingly, an order for its approval. This does not depend on the form of its ownership. If necessary, an order to change the staffing table is also added to the total number of mandatory documents. Why is it needed and why is it compiled? We need to figure this out.

Reasons for making changes

To begin with, it is worth noting that the basic labor law (Labor Code of the Russian Federation) does not require the presence of a staffing table as such. But the Russian Statistics Committee included this document in the list of mandatory forms required to record labor and pay at any enterprise in the country.

Due to various factors, the staffing table may be adjusted. All changes of this kind must necessarily be accompanied by the issuance of a corresponding order. From a fairly large number, several general reasons can be identified for which it is necessary to carry out such events:

1. Changes in existing salaries, as well as additional payments and various allowances. This occurs mainly after changes in legislation or as a result of improvements in the operation of the enterprise.
2. Changing the names of existing positions or introducing new ones. This often happens during a company reorganization.
3. Carrying out staff reduction procedures.
4. Creation of new structural divisions at the enterprise.

In any of the above cases, an order must be issued to change the staffing table, which clearly explains the reasons for carrying out this event.

How to register correctly

The order to change the staffing table is, in fact, an intermediate stage of the entire procedure. For example, consider a situation involving employees. In this case, the company’s specialists first conduct a study to study the operation of the enterprise. This is done in order to determine possible ways of its reorganization to improve the activities of the enterprise as a whole or its individual divisions. Research is documented in the form addressed to the director. Based on the results, a decision is made to carry out specific activities. Then a list of positions to be eliminated is determined. After this, employees receive notice of the upcoming layoff 2 months in advance. Then an order is issued to change the staffing table, and on the basis of it, an order for the upcoming reduction is already being prepared. Next, a commission is created, which already carries out the final stages of the procedure on the basis of current legislation.

Options for changing staffing levels

In the course of production activities at an enterprise, various changes may occur that need to be formalized by order. It’s the same with staffing. Any change made must be documented accordingly. Depending on the global nature of the reason, there are two options for changing the staffing table:

Both options are formalized by order for the main activity. In the second case, the changes made usually affect one or a group of employees. In this situation, there is no need to develop a new document, which is why an order is drawn up to change the staffing table. It can be titled differently: “On making changes...”, or “On changing...”, or simply “On partial changes...”. Any of the proposed names will be correct. It all depends on the reason for the changes being made.

Sample order

It is easy to make any changes to the staff schedule. There are no standard forms or mandatory conditions here. In principle, there is no example of changing the staffing table. A regular order is issued, which must certainly contain the following points:

The approximate structure of such an order is as follows:

1. Business name.
2. Date and serial number of the order issued.
3. ORDER.
4. Place of publication of this order.
5. Name of the order (heading).
6. The stating part, which begins with the words “In connection with...”. It indicates what actions or events led to the changes being made.
7. The word "I ORDER".
8. Administrative part. It usually begins with the words “Make the following changes to the staffing table.” The following is a list of changes being made, and the date of their introduction is indicated.
9. The order ends with the signature of the director (manager) of the enterprise.

Changing the name (renaming) of a position

As an example, we can consider a situation related to a change in the name of an employee’s position. If it provides for a change in functional responsibilities, and this issue is one of the essential terms of the contract with the employee (Article 57 of the Labor Code of the Russian Federation), then first you need to notify him of the upcoming changes. This is done no later than two months before the change comes into force. In case of refusal, the (employment) contract will be terminated under Article 73 of the Labor Code of the Russian Federation, subject to all payments and guarantees. If the employee agrees with the proposed conditions, then an order is created to change the current staffing table. After this, it is drawn up with the employee. The next step will be an order to transfer the employee to a new position. This procedure ends with the appropriate entry for each employee in the work book. If the employee’s duties remain the same, then no prior approval is required. Changing a position in the staffing table is carried out as follows:

1. An employee of the personnel department draws up a memo addressed to the head of the enterprise.
2. Based on it, a corresponding order is drawn up.
3. Changes are being made to the staffing table itself.
4. An additional agreement is drawn up to the concluded employment contract with the employee indicating the changes being made.
5. Immediately after this, an entry is made in the employee’s work book.
6. From the date specified in the order, the employee is considered transferred to another position.