Order to cancel vacation. Order to attract an employee to work on a non-working holiday due to production needs (sample filling) For production needs, sample order

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Closed Joint Stock Company "April"
JSC "April"

ORDER

About changing the last name in registration documents
In connection with the marriage of the economist of the economic planning department Sukhova P.P. and changing the surname to Ilyina, -

I ORDER:

1. Until March 5, 2009, change the surname of the economist of the planning and economic department, Polina Pavlovna Sukhova, to the surname Ilyin in all accounting documents of April CJSC.
2. This order should be brought to the attention of the accounting department to make changes to Sukhova’s (Ilyina’s) personal account and payment documents.

Base: personal statement from P.P. Sukhova, copy of marriage certificate dated February 15, 2009 No. 445788123, passport 64 55 No. 123889.
CEO Olkhovsky R.I.Olkhovsky

Legal Advisor Mironov O.I. Mironov
26.02.2009

Chief Accountant Sheveleva I.Yu. Sheveleva
26.02.2009

Head of HR Department Petrova A.M. Petrova
26.02.2009

OJSC "Mayak"

ORDER

On the appointment of the commission.

In connection with the completion of installation and commissioning of the video surveillance system,

I ORDER:

1. Appoint an inventory commission to check the availability and installation of property and equipment of the video surveillance system in the following composition:
Chairman of the commission - Deputy Director Safonov Yu.V.;

members of the commission - senior administrator Sobolev N.I.,
system administrator Shishkin A.A.,
storekeeper Kotkova M.V.

2. Conduct a complete inventory of video equipment by February 20, 2009.
3. Leading specialist in electronic technical support Yu.I. Shcherbakov. provide video equipment installation certificates with diagrams attached.
4. Report the results of the inspection in an act by February 25, 2009.
CEO Stupina M.Yu. Stupina

I have read the order:
Signatures of the persons specified in the order

Closed Joint Stock Company "Parus"
JSC "Parus"

ORDER

On the performance of duties of a temporarily absent employee

In order to replace a temporarily absent employee - senior merchandiser of the sales department, O.D. Vlasova, who is on maternity leave, in accordance with Articles 602 and 151 of the Labor Code of the Russian Federation,

I ORDER:

1. From February 19, 2009 until O.D. Vlasova returned to work. the temporary performance of her duties, according to the job description of the senior merchandiser, should be entrusted to the merchandiser of the same department, Lyudmila Alekseevna Tokareva, with her written consent.
2. Establish that the duties of the temporarily absent employee Tokareva L.A. will perform within his working hours along with his main job.
3. Install Tokareva L.A. additional payment for temporary replacement in the amount of 5,000 (five thousand) rubles.
4. Notify L.A. Tokareva that in case of early refusal of additional work, she must notify the General Director in writing no later than three working days in advance.
5. Entrust control over the execution of this order to the head of the department
personnel Borovikova A.Yu.

Base: additional agreement to the employment contract dated March 1, 2004 No. 10.
Application: job description for senior merchandiser

CEO Malinovsky S.N. Malinovsky

Head of HR Department Borovikov A.Yu. Borovikov
12.02.2009

Chief Accountant Kosareva G.I. Kosareva
12.02.2009

I have read the order: Tokarev L.A. Tokarev
12.02.2009

Open Joint Stock Company "Tourist"
JSC "Tourist"

ORDER

About the recall of I.M. Goncharova from vacation.

Due to the need for translator I.M. Goncharova to be present at work. during
partner visit of representatives of the company Rivera.ltd from the UK

I ORDER:

1. To recall translator Irina Mikhailovna Goncharova from vacation for the period from March 25
until March 27, 2009 inclusive.
2. Provide Goncharova I.M. unused part of vacation three calendar days
day at any time convenient for her or, at her request, be added to the vacation for the next working year.
3. In connection with recall from vacation, enter the necessary information into the vacation schedule from
December 13, 2008 No. 1 and in the time sheet for the month of March 2009.
4. Entrust control over the execution of this order to the head of the department
personnel Ustinov E.E.

Base: notification to I.M. Goncharova about recall from vacation with her written consent dated March 12, 2009 No. 11.

CEO Vorobiev A.V. Vorobiev

Head of HR Department Ustinova HER. Ustinova 03/20/2009

I have read the order:
Goncharova I.M.Goncharova

OPTION
Open Joint Stock Company "Maria"
OJSC "Maria"

ORDER

On moving an employee to another structural unit

In order to evenly distribute the production workload of workers and in connection with receiving a large order for the production of car covers from JSC "Cruise"

I ORDER:

1. Move the cutter of workshop No. 1 Marina Fedorovna Petrakova to workshop No. 2 without changing her job function for the period until the order is completed.
2. Familiarize M.F. Petrakova with this order. for painting.

CEO Stupina M.Yu. Stupina

HR inspector Romanova L.B. Romanova
05.02.2009

I have read the order:
_______________ M.F. Petrakova

(JSC Mayak)
ORDER
March 19, 2009 No. 17-l/s
Moscow
About providing another day of rest
Paramonov E.R. due to returning from a business trip on a day off
Due to the fact that the leading engineer of the development department Paramonov E.R. returned from a business trip from Vesna LLC (Ekaterinburg) on ​​a day off (Saturday, March 17, 2009 at 14:30),
I ORDER:
1. Provide Evgeniy Romanovich Paramonov, instead of March 17, with another day of rest (time off) during the month of March 2009 on any working day of the employee’s choice.
2. In this regard, enter the necessary information into the time sheet for the month of March 2009.
3. Entrust control over the execution of this order to the head of the HR department, D.I. Slavina.
Base: travel certificate dated 03/12/2009 No. 21 with a mark of departure from 000 “Vesna” on 03/17/2009, an airline ticket “Ekaterinburg-Moscow” with a mark of arrival in Moscow on 03/17/2009 at 14:30.
CEO Taranov L.Yu. Taranov
Head of HR Department Slavina DI. Slavina
19.03.2009

I have read the order:
Paramonov E.R. Paramonov
19.03.2009

Open Joint Stock Company "Mayak"
(JSC Mayak)
ORDER
"21" February 2010 No. 17-l
Samara
On making changes to the organizational structure, personnel and staffing of the enterprise
In order to improve the organizational structure, optimize the size of the organization, -
I ORDER:
1. To create, as of June 1, 2010, a department for organizational, legal and contractual work at Mayak OJSC on the basis of organizational, legal departments and a group for working with customers and contractors. Establish the maximum number of members of the organizational, legal and contractual work management for 2010 - 32 job units, including:
1.1. Management administration - 2 staff units.
1.2. Organizational department - 10 staff units.
1.3. Legal department - 10 staff units.
1.4. Contract work department - 10 staff units.
2. By 03/01/2010, the head of the personnel department, in cooperation with the chairman of the organization’s certification commission, submit proposals for the relocation of employees specified in paragraph 1, structural units, their replenishment, as well as candidacies for the positions of the head of the department and his deputy. Pay special attention to compliance with the law when considering issues related to the relocation and especially the dismissal of employees whose positions are subject to reduction in connection with these organizational changes.
Until 04/01/2010, in collaboration with the Deputy General Director for Management and the Chief Accountant, ensure that the necessary changes are made to the current organizational structure, personnel and staffing of Mayak OJSC.
3. To put into effect from 06/01/2010 the updated organizational structure, personnel and staffing of the enterprise (draft relevant documents are presented in Appendices No. 1-3 to this Order).
4. Entrust control over the implementation of this Order to the deputy general director of the organization.
Appendix: according to the text, on 8 sheets.
Director personal signature A. A. Agafonov
Legal Advisor personal signature E. V. Kashina
Head of HR Department personal signature D. E. Zhukova

Order on approval of the vacation schedule and business trip plan for enterprise employees. Open Joint Stock Company "Mayak"
ORDER
"17" December 2010 No. 123-l
Samara
On approval of the vacation schedule and business trip plan for the company’s employees for 2011.
In order to properly organize the work of providing annual paid leave to employees of the enterprise, sending them on business trips, -
I ORDER:
1. Approve the vacation schedule for Mayak OJSC employees for 2011 (Appendix No. 1 to this Order).
2. Approve the plan for business trips of the organization’s employees for 2011 (Appendix No. 2 to this Order).
3. The head of the personnel department, in cooperation with the head of the office, ensures the preparation of extracts from those specified in paragraphs by December 30, 2010. 1 and 2 of this Order and their prompt communication to the heads of structural units against signature.
4. Heads of structural units should inform their subordinates (as far as they are concerned) of the deadlines for granting regular paid vacations and assignments on business trips for 2011.
Proposals and requests for changes to the vacation schedules and business trip plan approved for 2011 by this Order should be sent in exceptional cases to the head of the personnel department no later than 5 working days before the planned date of granting leave or being sent on a business trip, and in urgent cases - immediately. Have a reserve of employees in the departments to send on business trips to replace those who fall ill, leave, etc.
5. Entrust control over the implementation of this Order to the deputy director of the organization.
Appendix: according to the text, on 4 sheets.
Director personal signature A. A. Agafonov
Legal Advisor personal signature E. V. Kashina
Head of HR Department personal signature D. E. Zhukova

Option

Order on preparation of fire-fighting measures

Open Joint Stock Company "Mayak"
ORDER

Samara
On additional measures to ensure fire-safe operating conditions for facilities, buildings and structures of Mayak OJSC in the summer of 2010

In connection with the onset of the summer period, in order to ensure fire-safe operating conditions for the facilities, buildings and structures of Mayak OJSC in accordance with the Fire and Technical Safety Rules in the Russian Federation (PPB-01-93), -
I ORDER:
1. The Deputy Director for Administrative, Economic and Logistics Support take additional measures to create and maintain fire-safe operating conditions for the organization’s facilities, buildings and structures in the coming summer. The list of measures should be reflected in the draft plan, which, after agreement with the interested parties, should be submitted to me for approval by 06/01/2010.
2. Appoint officials responsible for ensuring fire-safe operating conditions for the facilities, buildings and structures of Mayak OJSC in accordance with the attached scheme for securing the territory of the enterprise (Appendix No. 1 to this Order).
3. The officials named in Appendix No. 1 to this Order, before 06/01/2010, within the assigned territories, have the authority to determine those responsible for ensuring fire-safe operating conditions in each workroom and in the adjacent auxiliary (technical, economic, etc.) territories. Keep lists of responsible persons in workbooks in the form specified in Appendix No. 2 to this Order.
Responsible for ensuring fire-safe operating conditions in work premises and in the adjacent auxiliary area:
3.1. Place on information boards evacuation diagrams in case of fire, diagrams of the placement of fire extinguishing equipment, lists of fire crews, instructions on the procedure for action in case of fire, telephone numbers for calling the fire brigade.
3.2. Have in the work premises (in the adjacent auxiliary area) serviceable fire extinguishing equipment, complete first aid kits, bags for removing documents, fireproof covers (casings) for covering particularly valuable property and equipment.
3.3. Until 06/05/2010, conduct 2-hour instructional, methodological and practical classes with employees performing their assigned duties in the relevant work premises and (or) in the adjacent auxiliary territory. During classes, practice evacuation procedures in case of fire, explain the rules for using fire extinguishing agents, determine removal routes and storage locations for evacuated documents, property, and equipment.
4. To the head of the emergency fire brigade of the enterprise:
4.1. Before May 25, 2010, check and prepare for use in case of fire all available fire extinguishing means, fire and fire alarm systems, and, if necessary, submit an application to the Deputy Director for AHMTO for additional equipment with the specified means in the form specified in Appendix No. 3 to this Order.
4.2. In the period from 25.05 to 05.10.2010, ensure effective, systematic monitoring of the serviceability of automatic fire protection systems, maintenance of the fire water supply system in proper condition, the presence and condition of primary fire extinguishing means, evacuation routes and compliance with the fire safety regime at the facilities, buildings and structures of the enterprise.
4.3. Before 06/01/2010, check the availability and, if necessary, place appropriate signs on the doors of the main and emergency exits, as well as signs with the names of those responsible for fire safety in each workroom (based on data received from the heads of structural units).
4.4. Before 06/05/2010, conduct a 4-hour unscheduled training with the emergency fire brigade. During the training, you will practically work out the basic issues of the most effective use of fire extinguishing means, as well as the procedure for interacting with the city fire brigade.
5. The Secretariat, in cooperation with the heads of structural divisions, shall ensure the distribution of the attached Leaflet on fire safety measures (Appendix No. 4 to this Order) among the employees of Mayak OJSC by 06/05/2010.
6. For the period from May 25 to October 5, 2010, it is strictly prohibited in work premises and in the adjacent auxiliary territory:
6.1. Smoking, except in the places specified in Appendix No. 5 to this Order.
6.2. Use of open fire.
6.3. Use of faulty heating, lighting and other electrical appliances (including kettles, microwave ovens, boilers, etc.).
6.4. Carrying out welding and other similar work without the appropriate permission of the chief engineer and the head of the emergency fire brigade.
6.5. Obstruction of exits from work premises and evacuation routes.
6.6. Use of fire extinguishing agents for purposes other than intended.
7. Heads of structural units personally and through their subordinates daily monitor compliance with fire-safe operating conditions within the assigned territory. The control results should be recorded in workbooks in the form specified in Appendix No. 6 to this Order.
Bring to justice those responsible for violating fire safety operating conditions by your own authority, and in case of repeated violations, bring the perpetrators to justice by the authority of senior superiors.
8. Control over the implementation of this Order is assigned to the Deputy Director for AHMTO.
Appendix: according to the text, on 24 sheets.
Director personal signature A. A. Agafonov
Legal adviser personal signature of E. V. Kashin
Head of HR Department personal signature of D. E. Zhukov

Option

Order on organizing control over the execution of documents

Open Joint Stock Company "Mayak"
ORDER

Samara
On additional measures to organize control over the execution of enterprise documents

In order to improve documentation support for the management of Mayak OJSC, -
I ORDER:
1. The Deputy Director for General Affairs, in cooperation with the head of the office, by August 15, 2010, develop and, in agreement with stakeholders, submit to me for approval a draft plan of additional measures aimed at optimizing the system for monitoring the execution of documents in the organization. When developing a draft plan, be guided by the provisions of the Inter-industry integrated time standards for work on preschool educational institutions (Ministry of Labor of the Russian Federation, 1995), Standard instructions for office work (approved by order of the Ministry of Culture of the Russian Federation of November 8, 2005 No. 536), Methodological recommendations of VNIIDAD (2007).
The draft plan should include:
1.1. Measures to improve the efficiency of the control system for the execution of documents of the organization.
1.2. Measures for additional professional training of Mayak OJSC employees responsible for monitoring the execution of documents.
1.3. Measures for material, technical, financial and other types of support for the proper functioning of the document execution control system.
1.4. Development of Instructions for monitoring the execution of documents in structural divisions.
1.5. Development of instructions for employees responsible for organizing systematic control over the execution of documents (instead of the current one), paying special attention to a set of actions that ensure timely, complete and high-quality execution of documents or the actions prescribed by them.
2. Entrust control over the implementation of this Order to the Deputy Director for General Issues.
Director personal signature A. A. Agafonov
Legal Advisor personal signature E. V. Kashina

Under certain conditions, the employer may call the employee out early.

However, a prerequisite for this procedure is the personal consent of the vacationer.

If the worker does not mind, then the employer draws up an order on the basis of which the necessary recalculation of vacation pay is carried out.

note, the order must be drawn up even if the employee only needs to be called to work for one day.

Foundation documents

To draw up an order you need to have a documentary basis:

• memo or report from the head of the department where the vacationer works, indicating the reasons for the recall, for example, production necessity;
• written agreement employee, for example, in uniform.

Consent and a note are enough to issue an order for early withdrawal. No additional documents are needed.

Based on the administrative form, the following activities are carried out:

• changes are being made on your personal card - in the eighth section;
• if necessary;
• marks on the report card change for unused vacation days for attendance: OT or 09 changes to I or 01;
• the amount of vacation pay is recalculated.

How to write correctly?

The order does not have a standard form and is drawn up in free form on the company’s letterhead.

At the top they indicate standard details:

• company name;
• document's name;
• title;
• date of completion;
• registration number.

The main part of the order is administrative, it lists the director’s orders after the word “I order”:

• recall an employee from vacation ahead of schedule - indicate the full name of the vacationer and the date of recall;
• provide the unused part of the vacation at another time, you can prescribe specific time frames - indicate the calendar number of days and, if known, the dates of transfer;
• recalculate vacation pay;
• appoint a person responsible for execution.

The order is signed by the director, registered, and then sent for execution.

Important! Vacation pay is not always recalculated. If an employee’s vacation is extended due to a temporary call to work, then there is no need to recalculate vacation pay. It is enough to make changes to personnel documents.

If the employee plans to take unused rest days later in the current or next year, then a recalculation is carried out - the part of the vacation pay that fell on the interrupted days is calculated.

These funds can be returned by the employee voluntarily to the cashier or deducted from his salary subject to consent. Retention is carried out within 20 percent from amount to payments.

Sample due to production need

Below is an example of an order when the reason for early recall to work is production necessity. When the work process of an enterprise is disrupted, there are not enough personnel to complete annual labor tasks, then the head of the department can contact the director with a report. It explains the need to call a vacationer, indicating specific justifications.

Sample order for recall from annual paid leave due to production needs -:

Production necessity is usually understood as the implementation of urgent work necessary to eliminate any problems in the enterprise that impede its normal operation. Most often, employers use this concept in two cases: when calling an employee back from vacation and in cases where the employee needs to be temporarily transferred to another job. Let's take it in order.

Calling an employee back from vacation due to production needs

A specific list of cases in which an employee can be called back from annual leave ahead of time, as well as the reasons why this can be done, is not defined by law. Any production necessity can be cited as such a reason, that is, the employer urgently requires the presence of an employee at the workplace at a certain time.

A certain list of situations in which, in case of production necessity, the employer has the right to call an employee back from vacation ahead of time, can be recorded in local regulations, for example, in labor regulations.

Employers need to remember: you cannot simply call an employee back from vacation and deprive him of his rest. Recall of an employee from vacation is possible only with his consent, no matter for what reason, including for production reasons (Labor Code of the Russian Federation).

You can review an employee's leave of absence in the following order:

• justify the reason for recall from vacation. To do this, the person who initiated the call of the employee from vacation, for example, a manager, can draw up a memo;
• the employee must agree to come to work. It is better if the consent is in writing;
• the employer issues an order to call him back from vacation - the order must be signed by the employee.

The unified form of such an order on the operational necessity of recall from leave has not been approved, so the order should be drawn up in free form. Then you should record changes in the vacation schedule and note the fact that the employee was called back from vacation in his personal card.

Due to operational necessity (Labor Code, Article 125), certain categories of employees cannot be deprived of leave. Such personnel include workers who are not adults (under 18 years of age), pregnant women and workers who are engaged in work with difficult, harmful or dangerous working conditions.

Transfer to another position for production reasons

Employers often use the concept of “production necessity” when an employee needs to replace one of his colleagues or for some other reason the employer needs to transfer the employee to another job. However, it is worth noting that when transferring an employee to another job, the term “production necessity” is absent in the Labor Code. There are no changes in this regard in 2017.

An employer can transfer an employee to another job without obtaining his consent. However, the period of time for which this can be done is very short - no more than one month. Also, the reasons that can justify this translation are very limited:

• industrial emergency: fire, flood, earthquake, etc.;
• production downtime (temporary suspension of production for various reasons);
• the need to prevent destruction or damage to property owned by the company or to replace a temporarily absent employee if it is caused by emergency circumstances.

In the latter case, that is, if in order to prevent destruction or damage to company property or in order to replace an employee who is temporarily absent, it is necessary to transfer the employee to a job of lower qualifications, then despite the fact that you have an urgent production need, the Labor Code of the Russian Federation requires obtain written confirmation of the employee’s consent to the transfer, and then issue an order for the temporary transfer of the employee.

In addition, there are options in which an employee can be transferred to another job for a longer period - up to 12 months, but also only with his written consent. If the employer makes this transfer in order to replace a temporarily absent employee, the transfer can be made for the entire period until this employee returns to work.

Order due to production necessity: sample

LLC "Lyudmila"

Order

Moscow

About recalling an employee from vacation

Due to the need to urgently depart on a business trip to participate in a conference in Irkutsk (business trip duration - 10 days; from March 12 to March 22, 2017)

I ORDER:

1. Recall N.V. Oleinik, head of the marketing department, from annual paid leave. from March 12, 2017;
2. Provide Oleinik N.V. the remainder of the annual leave (10 calendar days) at a time convenient for the employee during the current calendar year;
3. Chief Accountant R.V. Petrova recalculate vacation pay and offset the overpayment against wages for March 2017;
4. Head of the HR Department Volnina D.V. make the necessary changes to the vacation schedule No. 1 dated December 15, 2016 and the time sheet for March 2017;
5. Control over the implementation of this order is assigned to the head of the personnel department, D.V. Volnina.

Reason: invitation to the XI International Conference “IT in Retail”, notice of withdrawal from annual paid leave with written consent from Oleynik N.V. from 03/07/2017

In general, an employer does not have the right to require an employee to perform functions not provided for in the employment contract concluded with him. However, there is an exception to this rule, which is called “production necessity”.

The occurrence of such circumstances allows the company to keep the employee on overtime hours or temporarily transfer him to another position. However, the administration’s decision must be supported by supporting documents, otherwise the organization faces fines and problems with the state labor inspectorate. We will tell you in the article what the 2018 Labor Code of the Russian Federation says about production needs.

What is recognized as a production necessity

Let us say right away that the Labor Code of the Russian Federation does not contain an exhaustive definition of the concept of production necessity. It is mentioned in relation to the following situations:

• attracting hired personnel to work overtime;
• recall from paid leave;
• temporary personnel movements within the organization;
• calling specialists to work on public holidays and weekends.

In accordance with these articles of the Labor Code of the Russian Federation, production necessity arises when it is required:

• prevent an emergency;
• eliminate the consequences of an accident or natural disaster;
• avoid forced downtime in production;
• prevent theft and damage to property;
• replace a specialist who is temporarily unable to perform his functions due to illness or other objective reasons.

Thus, current legislation requires that there must be a real threat that forces the company to take emergency action. It is unacceptable to make personnel transfers or use overtime work solely at the request of management. Production necessity is a necessary measure.

An employment relationship is an agreement between an employee and an employer (organization or individual entrepreneur) to perform work for a set fee. During work, the employee is under the management and control of the employer, obeys the internal labor regulations and works in the interests of the employer (Article 15 of the Labor Code of the Russian Federation).

Restrictions for the employer

Let us note that the concept of production necessity in the Labor Code is by no means a panacea. Current legislation limits the rights of the employing company even in situations of production necessity. Four key points can be highlighted.

Medical indications

It is prohibited to transfer an employee to a position that is contraindicated for him due to health reasons. For example, due to an emergency situation, the company decided to transfer a janitor to a warehouse, where he would have to move large items. Before implementing this measure, management should ask whether the employee has a certificate indicating that he is prohibited from lifting heavy objects. Ignoring this measure will lead to the imposition of fines during inspections by regulatory authorities.

Deadlines

The maximum period for transferring a specialist to another position is one calendar month. After the specified period has expired, the employee must be returned to performing “usual” functions (Article 72.2 of the Labor Code of the Russian Federation).

Qualification

Transfer of a specialist to a position requiring a lower qualification is permitted only with his written consent (Article 72.2 of the Labor Code of the Russian Federation). For example, an economist can be involved in performing the functions of a laborer or loader only in a situation where he himself does not object to such a measure.

Moving location

An employee can only be transferred within the company. This means that it can be moved within the parent organization or between branches that are not separate legal entities. It is impossible to force an employee to take an unfilled position in another LLC.

We prepare the translation

Production necessity, in general, does not require the employee’s consent to the transfer, so the company’s HR officers only need to issue two accompanying documents:

If a specialist is transferred to a position that requires a reduction in qualifications, the employer must obtain his written consent. For example, a specialist can indicate “I have no objection” on the transfer notice and put his signature.

If an employee is transferred to a position with a higher salary, the employing company will have to pay for his services at new rates. If the position involves a reduction in wages, the employer is obliged to provide remuneration that is no less than the average salary of the previously employed specialist.

Let us note that the law does not leave an employee the right to refuse a transfer to another position due to operational necessity, unless he has valid reasons. If an employee does not return to a new place, this is regarded as absenteeism. His immediate superior can write a memo addressed to the company's management, which is the basis for bringing the employee to disciplinary liability.