About changing the structure of the institution. Changing the structure of the company. Grounds for dismissal

The name of the structural unit (department) of the organization is changing. Labor functions and job titles of employees of the unit do not change. What entries are made in the work book? What documents need to be drawn up? Is it necessary to conclude an additional agreement with the employees of this department?

According to the second part of Art. 57 of the Labor Code of the Russian Federation, such a condition as a place of work is mandatory for inclusion in. Part of the fourth art. 57 of the Labor Code of the Russian Federation provides that the employment contract may provide for additional conditions, including specifying the place of work (indicating the structural unit and its location) and (or) the workplace.

According to Art. 72.1 of the Labor Code of the Russian Federation, a permanent or temporary change in the labor function of an employee and (or) the structural unit in which the employee works (if the structural unit was indicated in the employment contract), while continuing to work for the same employer, as well as transfer to work in another locality, along with the employer is a transfer to another job. Translation is allowed only with the written consent of the employee, with the exception of cases provided for in parts two and three of Art. 72.2 of the Labor Code of the Russian Federation.

In this case, it is planned to change the terms of employment contracts on the place of work of employees, which is a structural unit that is not separate. Changing the name of the unit, as follows from the question, is not accompanied by a change in the labor function of employees and the names of their positions. In this situation, there is no change in the structural unit. After all, employees do not go to work in another structural unit. Therefore, it is impossible to talk about transferring to another job in this case.

Recall that according to general rule established by Art. 72 of the Labor Code of the Russian Federation, the terms of an employment contract can only be changed by a written agreement of the parties. The only exceptions to this rule are cases provided for by the Labor Code of the Russian Federation.

One of these exceptional cases is the change in the terms of the employment contract at the initiative of the employer in the manner prescribed by Art. 74 of the Labor Code of the Russian Federation. In the event that, for reasons related to changes in organizational or technological working conditions (changes in engineering and production technology, structural reorganization of production, other reasons), the terms of the employment contract determined by the parties cannot be saved, they can be changed at the initiative of the employer, with the exception of changes in the work function of the employee.

In the event of a dispute, the court will necessarily check whether it was possible to maintain the previous terms of the employment contract. The employer must prove to the court the need to change the terms of the employment contract due to changes in organizational or technological working conditions (paragraph 21 of the Resolution of the Plenum of the Supreme Court of the Russian Federation of March 17, 2004 N 2 "On the application by the courts Russian Federation Labor Code Russian Federation"). In the absence of the necessary evidence, the decision is usually made in favor of the employee (see, for example, the ruling of the Ryazan Regional Court of July 22, 2009 N 33-1214, the decision of the Presidium of the Moscow Regional Court of September 28, 2005 N 532, the decision of Rzhevsky City Court of the Tver Region dated May 31, 2005 N 2-149).

Since, in accordance with Art. 74 of the Labor Code of the Russian Federation, any terms of the employment contract can be changed, with the exception of the labor function, then it is allowed to change such a condition of the employment contract as the place of work.

Therefore, if a change in the name of a structural unit in this case is associated with a change in organizational or technological working conditions, such a change does not require the conclusion of an agreement with each employee to an employment contract. The employer is obliged to notify the employee in writing of the upcoming changes in the terms of the employment contract on the place of work, as well as the reasons that necessitated such changes, no later than two months in advance, unless otherwise provided by the Labor Code of the Russian Federation (part two of article 74 of the Labor Code RF).

At the same time, if there are no reasons associated with a change in organizational or technological working conditions in this case, one should be guided by the procedure provided for in Art. 72 of the Labor Code of the Russian Federation. The employer needs to conclude an additional agreement to the employment contract with each employee, in which the new name of the structural unit should be fixed.

In this case, it is not necessary to warn employees 2 months in advance and wait for the expiration of this period.

When changing the name of a structural unit, it is necessary to make changes to by order (instruction) of the head of the organization or a person authorized by him, since it must contain a list structural divisions organizations (instructions on the application and filling out the forms of primary accounting documentation for accounting for labor and its payment, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 N 1). FROM new edition the staffing table, employees must be familiarized against signature (part two of article 22 of the Labor Code of the Russian Federation).

Filling instructions work books(approved by the Decree of the Ministry of Labor of the Russian Federation of October 10, 2003 N 69, hereinafter referred to as the Instruction) indicates that the changes and additions made in the prescribed manner to staffing organizations are brought to the attention of employees, after which appropriate changes and additions are made to their work books on the basis of an order (instruction) or other decision of the employer. The instruction does not provide for a specific wording of the entry in the work book in connection with the change in the name of the structural unit.

In our opinion, the form and procedure for making such an entry are similar to the form and procedure for making an entry on renaming an organization (clauses 3.1 and 3.2 of the Instructions for filling out work books, approved by Decree of the Ministry of Labor of Russia dated 10.10.2003 N 69). A separate line in column 3 of the "Information about work" section of the work book is, for example, the following entry: "Department N 1 from 03/01/2011 was renamed into the administrative and economic department", and in column 4 the reason for the renaming is put down - the employer's order to change the staffing table , its date and number. Columns 1 and 2 remain empty.

Prepared answer:
Legal Consulting Service Expert GARANT
Erin Pavel

Response quality control:
Reviewer of the Legal Consulting Service GARANT
Komarova Victoria

The material was prepared on the basis of an individual written consultation provided as part of the service

Often, in order to increase the efficiency of the company, its management combines different departments.

There are two ways to enlarge departments:

• <или>merge two departments and create a new one on their basis, for example, combine transport and economic departments in transport and economic;
• <или>attach one department to another, for example, the transport department to the economic department. In this case, a new department is not created: the economic department is preserved, but its competence is expanded due to the infusion of transport department.

Moreover, the goal that is usually pursued during such a reorganization is not the reduction of part of the staff, but the improvement of interaction between employees of the merged departments. It is for this purpose that two previously independent structural units are united under a single centralized leadership of the head of the enlarged department.

With such a merger of departments, their employees, as a rule, continue to perform their former duties in the enlarged unit. And therefore, questions arise: is it enough to make changes to the staffing table to formalize the consolidation of departments, or is it impossible to do without filling out a whole bunch of personnel papers?

To answer them, consider the features of each of the two options for consolidation of departments.

OPTION 1. Create a new department from two old ones

STEP 1. Changing staffing. To do this, we issue an order on structural reorganization, which:

• <или>we approve the new staffing table of the company in the form No. T-3 in its entirety (it must be attached to the order);
• <или>We make changes to the current staffing table.

WARNING THE MANAGER

Actually the enlarged department will start working no earlier than 2 months later after the issuance of an order to amend the staffing table. After all, employees who have something changing must be warned about this no later than 2 months in advance.

The second method is less cumbersome, since in this case only the text of the changes themselves is attached to the order, and not the entire “staff” of the company as a whole.

Also, changes in the staffing table can be stated in the text of the order itself, and not drawn up separate application to him.

Consider an important nuance: it will be possible to put into effect changes in the organizational structure of the company no earlier than 2 months after the publication of the said order. If only because, with the enlargement of departments, it may be necessary to transfer to another job or reduce some employees. These include heads of departments, because in the new department there will be no positions of the head of the transport department and the head of the economic department, but there will be a new position of the head of the transport and economic department. Also, if each of the previous departments had positions of secretaries, the employer can reduce one secretary position and leave only one secretary in the new enlarged department.

And even if such workers are eventually transferred to another job, they will still have to start the process of reducing their current positions. And if so, they will have to be notified in writing about the reduction in 2 months and Art. 180 of the Labor Code of the Russian Federation. The same opinion is shared by Rostrud.

From reputable sources

Head of Legal Department Federal Service for work and employment

“ When departments are merged, employees holding the positions of heads of these departments should be warned about the reduction of their positions 2 months in advance.
The basis for carrying out measures to reduce is the order of the employer to amend the organization's staffing table (or to approve a new staffing table) ".

An order to amend the staffing table can be issued as follows.

ORDER No. 12

Moscow city

About changes to the staffing table

In order to improve organizational structure LLC "Zeta" to merge the transport and economic departments into the transport and economic department, in connection with which:

1. Remove from the organization's staffing table:
- transportation Department;
- maintenance department.

2. Reduce the following positions:
- Head of Transport Department;
- Head of the economic department.

3. Enter the transport and economic department in the staffing table of the organization (the staffing table of the transport and economic department is attached).

4. To put into effect the changes provided for in paragraphs 1-3 of this order, from 05.05.2011.

5. To impose control over the execution of the order on the chief accountant of the organization Sinitsyna L.V.

Simultaneously with the introduction of changes in the staffing table, it is desirable to develop and approve the regulation on the new department. After all, the employees of this department need to know in advance about the structure, main tasks, functions of the new department, as well as the procedure for its interaction with other structural divisions. The new position of the employees of the department must be familiarized under the signature b Art. 22 Labor Code of the Russian Federation.

STEP 2. We are dealing with employees in respect of whom the redundancy procedure is being launched and who will either have to be transferred to another job or fired for redundancy. All such employees must, 2 months before the reduction, hand over a notice of reduction against signature. and Art. 180 of the Labor Code of the Russian Federation.

ATTENTION

Do not forget to notify the trade union (if any) and the territorial employment agency of the upcoming reduction 2 months in advance and Art. 82 of the Labor Code of the Russian Federation; paragraph 2 of Art. 25 of the Law of the Russian Federation of April 19, 1991 No. 1032-1 "On employment in the Russian Federation".

The notification must include a proposal to transfer to another vacant position, if there is a vacancy that the employee can offer at Art. 81 of the Labor Code of the Russian Federation, art. 180 of the Labor Code of the Russian Federation. For example, we offer translation to the heads of both departments. One of them - for the position of chief in a new department, and the second - for some other position (perhaps even in another division of the company).

After all, it is possible to dismiss an employee for reduction only on the condition that it is impossible to transfer him with his consent in the same organization. and Art. 81 of the Labor Code of the Russian Federation:

• <или>to a vacant position or a job corresponding to the qualifications of the employee (including a higher one, if he has the qualifications required for it);
• <или>to a vacant lower position (lower paid job), which he can perform, taking into account his qualifications and state of health.

For more information on how to properly reduce, see: 2009, No. 1, p. 51

And if you are laying off two overlapping positions and there is only one vacancy in the company, the transfer to which can be offered to both employees, then you need to check if any of them have priority right to leave for work e Art. 179 Labor Code of the Russian Federation. This advantage has the employee who has more high performance labor and qualification I Art. 179 Labor Code of the Russian Federation. When comparing labor productivity, in particular, data on the fulfillment of assigned tasks, on the availability of disciplinary action etc. And the qualification is confirmed:

• the presence of an employee vocational education;
• the level of his theoretical knowledge and practical skills, the degree of development of which can be expressed in the class, category, etc. established for the employee.

If the compared workers have equal labor productivity and qualifications, then preference is given to staying at work, in particular and Art. 179 Labor Code of the Russian Federation:

• family - if they have two or more dependents (that is, disabled family members (spouse, parents, children th Art. 2 of the Family Code of the Russian Federation) located on full content the employee or those receiving assistance from him, which for them is the main and permanent source of livelihood);
• having no other workers in the family with independent earnings;
• received during the period of work this employer work injury or Occupational Illness;
• improving their qualifications in the direction of the employer without interruption from work.

The notice of reduction can be issued as follows.

Limited Liability Company "Zeta"

Head of transport department
Talalaykin A.S.

NOTIFICATION

Dear Alexey Sergeevich!

In accordance with Art. 180 of the Labor Code of the Russian Federation, we inform you that in connection with the structural reorganization of Zeta LLC, in accordance with the order CEO LLC "Zeta" dated 02.03.2011 No. 12 "On amendments to the staff list" the position of the head of the transport department you hold is subject to reduction from 05.05.2011.

We offer you a transfer to the position of head of the transport and economic department with a salary of 50,000 rubles.

If you refuse to be transferred to the job offered to you, as well as if you refuse to be transferred to other vacant positions that will be offered to you if they are available in the period up to 05/05/2011, labor contract with you will be terminated on 05/05/2011 according to clause 2, part 1, art. 81 of the Labor Code of the Russian Federation - reduction in the number or staff of employees of the organization.

Upon dismissal in accordance with paragraph 2 of part 1 of Art. 81 of the Labor Code of the Russian Federation you will be paid severance pay in the amount of the average monthly salary, as well as the average monthly salary for the period of employment in accordance with Art. 178 of the Labor Code of the Russian Federation.

ATTENTION

If none of the two employees whose positions are being cut have a preferential right to remain at work, and there is only one vacancy that can be offered, then the right to choose who to keep and who to fire belongs to the employer.

• <если> the employee who is offered a transfer to another position agrees to it, we conclude an agreement with him on the transfer e Art. 72 Labor Code of the Russian Federation and issue a transfer order in the form No. T-5 approved Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1. We also make an entry about the transfer in the employee's work book a Art. 66 of the Labor Code of the Russian Federation; clause 4, clause 12 of the Rules for the maintenance and storage of work books, the production of work book forms and the provision of employers with them, approved. Decree of the Government of the Russian Federation of April 16, 2003 No. 225 and in a personal card in the form No. T-2 approved Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1;
• <если> the employee does not agree to the transfer or there is no vacancy in the company that can be offered to him,- after 2 months from the date of the notice of reduction, we terminate the employment contract with him R p. 2 h. 1 art. 81, art. 180 of the Labor Code of the Russian Federation. To do this, we issue an order in the form No. T-8 and provide the employee with all the provisions due to the reduction of payments s Art. 178 Labor Code of the Russian Federation.

STEP 3. We deal with the rest of the employees. We look at whether the employment contracts of the remaining employees (that is, those who continue their previous work in the enlarged department in their position) indicate the name of the structural unit (department) or not. If not specified, then everything is simple: changing the department will not entail changing the terms of the employment contract and you will not have to draw up any documents for such employees. I Art. 57 of the Labor Code of the Russian Federation. Changing a department in such a situation is treated as a move.

You can find the rules for maintaining and storing work books: section "Legislation" of the ConsultantPlus system (information bank "Version Prof")

If the department is specified in the employment contract, then the change in the department for the employee will be a transfer to another job. After all, the department is not renamed, it is liquidated and a new one is created instead. And since this is a transfer caused by a structural reorganization carried out in the company, that is, a change organizational conditions labor, then you need to get the consent of the employee a Art. 72.1, Art. 74 Labor Code of the Russian Federation. This was confirmed to us in Rostrud.

From reputable sources

“ In the case when, for reasons related to a change in organizational or technological working conditions, the terms of the employment contract determined by the parties cannot be saved, they can be changed at the initiative of the employer, with the exception of the labor function of the employee a Art. 74 Labor Code of the Russian Federation. Therefore, in relation to employees of two merged departments (with the exception of employees whose positions are being reduced), whose structural unit changes in connection with the merger of departments, one should be guided by Art. 74 of the Labor Code” .

Rostrud

Therefore, all employees who have a department specified in their employment contracts are notified in writing about the upcoming changes 2 months before the introduction of changes in the staffing table. X Art. 74 Labor Code of the Russian Federation. The notification can be made in the following way.

Limited Liability Company "Zeta"

Transport department manager
Kravtsov B.D.

NOTIFICATION

Dear Boris Dmitrievich!

In connection with the structural reorganization carried out in LLC "Zeta" in accordance with the order of the General Director of LLC "Zeta" dated 02.03.2011 No. 12 "On amendments to the staff list", we notify you of a change in the terms of your employment contract dated 03.22.2005 w / n about the place of work in the part related to the structural unit: the position of the manager of the transport department you hold will be included in the structure of the transport and economic department.

The rest of the terms of the employment contract concluded with you do not change.

If you do not agree to continue working in the new subdivision as a manager of the transport and economic department, please inform the personnel department by 05.05.2011.

We inform you that if you refuse to continue working in the reorganized department and if it is impossible to transfer you to another job available in the organization, the employment contract with you will be terminated under clause 7, part 1, art. 77 of the Labor Code of the Russian Federation with the payment of a severance pay to you in the amount of two weeks of average earnings in accordance with Art. 178 of the Labor Code of the Russian Federation. p. 7 h. 1 art. 77, art. 178 of the Labor Code of the Russian Federation.

Sometimes, by merging departments, they reduce all positions in both departments. And in the new department, all positions are re-introduced.

This is unprofitable and wrong. After all, you simply transfer most of the positions from the structure of one department to another, they do not disappear without a trace from the staff list.

If you reduce these positions, and one of the employees refuses to be transferred to a new department, then upon dismissal, he will have to pay severance pay as in case of reduction - in the amount of the average monthly salary plus keep earnings for the period of employment. While if these positions are simply transferred to a new department, then the employee, if he refuses to transfer, will be entitled to a severance pay in the amount of two weeks of average earnings. a Art. 178 Labor Code of the Russian Federation.

But keep in mind that changing the terms of an employment contract due to changes in organizational working conditions in the above order e Art. 74 Labor Code of the Russian Federation It is possible only if the labor function of the employees does not change. If, due to the enlargement of departments, one of the employees has to perform other labor duties in the new department, then not only the structural unit, but also the labor function will change. So, you need to notify him not about changing the terms of the employment contract in connection with the structural reorganization th Art. 74 Labor Code of the Russian Federation, but about the reduction of the previous position and p. 2 h. 1 art. 81 of the Labor Code of the Russian Federation. And, accordingly, offer him a transfer to a new position, and if the transfer is refused, terminate the employment contract for staff reduction (as we already considered in the previous step )p. 2 h. 1 art. 81 of the Labor Code of the Russian Federation.

OPTION 2. We attach one department to another

In this case, the changes must be made in exactly the same way as in the first option. But there is a difference - the changes will not affect all employees, but only employees of the affiliated department. And for the employees of the department, into which the affiliated department will join, nothing will change. This means that there is no need to draw up any personnel papers for them.

So, no matter how the departments in your company are combined, you need to prepare such a structural reorganization in advance. And for the future, so that you do not have the need to notify employees in advance of a change in the employment contract, when in fact they continue their previous work in the new department, do not indicate the structural unit in the employment contracts.

The concept and goals of the organizational structure of management

The organizational structure of management includes the internal structure of organizations, a set of departments and members of organizations that are interconnected, as well as social communities. This concept includes two definitions:

• Organization;
• Structure.

The concept of structure includes a large number of definitions. It:

• Location and connection of the main components of something, structure;
• The form of ordering of the system components;
• A set of interconnected links that form a system, regardless of its components and tasks.

In addition, the structure is a certain component of the system, which differs from the structure in the presence of a target orientation. The structure includes the internal form of organization of the system, as well as its statics.

in the management of social as well as economic systems, the concept of organization is traditionally used to refer to a certain number of people or groups that are united to achieve a specific goal, applying the principles of division of labor and duties that occur and are based on a specific structure.

Remark 1

The constituent components, divisions or positions in the organizational structure are formed to perform a specific number of management functions or work that lead to the achievement of the organization's goals in general. To perform these functions, officials need to have specific rights related to the disposal of resources. In addition, they must bear some responsibility for the performance of these functions.

A large number of different connections are formed between departments and positions:

• Linear;
• functional;
• Between functional.

Traditionally, the following goals of the organization of management are distinguished:

• The goal of rapid growth;
• The goal of sustainable growth;
• Purpose of reduction.

Organizational structure changes

In accordance with the changed conditions, changes in the organizational structure are one of the main tasks of management. In a large number of cases, decisions related to changes in the organizational structure are made by the top managers of the organization. This is part of their main job. The most significant organizational changes in terms of scale cannot take place until that period of time, until there is a great confidence that objective reasons have appeared for this.

The main of these reasons is the unsatisfactory work of the organization. This is due to unsuccessful attempts to use completely different methods to reduce cost growth, increase productivity, and increase both domestic and foreign markets.

Remark 2

Traditionally, measures such as changes in the composition and skill level of employees, the use of the most advanced management techniques are used.

Other reasons for changing the organizational structure include: Change in the leadership of the organization;

• Increasing the scale of the organization;
• Merger of business entities;
• The influence that different technologies of production processes have;
• External economic situation in the country;
• Increasing the range of products or services provided by the organization;
• Entering new markets;
• Additional development of completely new production processes.

Because of these circumstances, the form of labor is changing, which means that workers can be either in excess or in shortage. In addition, adjustments to important paper may be due to changes tariff rates. AT the federal law make regular adjustments to the minimum wage, and the organization's management, if funds permit, may raise the wage as a percentage of salary. The accounting documentation can serve as the basis for changes in the staffing table. In addition, results that indicate a decrease in profitability or a cessation of supply may be a reason to make some employees redundant. And, if the administrator writes a document that talks about the increasing amount of work due to the innovations introduced, then this will be a reason to recruit new people to the staff.

How to change the structure of the enterprise?

Important! Thus, there was no actual reduction in the position, since with a reduction in the number or staff of the enterprise's employees, the very need for work of a certain kind disappears, while in this case, the employer retains the need for the work previously performed by the employee. That is, the change in staff was reduced to the renaming of the position, while the job responsibilities of the employees remained the same. Consequently, no organizational or technological changes in working conditions at the enterprise have occurred.

In the process of staff reduction, a new position was introduced into the staffing table, the duties for which are similar to those for the excluded position and the operation of the enterprise without an employee responsible for personnel matters is impossible, and therefore the employee could not be dismissed under clause 2, part 1, article 81 of the Labor Code RF.

Dismissal when changing the organizational structure

Attention

Youth Sports School was a structural subdivision. Now, based on the changed name, the institution is a youth sports school completely with the possibility of paid activities. Accordingly, the organizational structure is changing to enable the work of the Youth Sports School in full and with the possibility of opening branches. #3 IP/Host: 95.167.175. Re: Change in staffing In the organization, the employee went to maternity leave.

During the period of the decree, the staffing table changes, where her position is indicated, the salary is set lower than usual, the employee who is on maternity leave was not notified about this. The FSS began to calculate maternity pay according to the new staffing table with a lower salary. The employee sued the FSS. What is wrong with the organization and how can this threaten the organization? #4 IP/Host: 62.181.51.

Change in company structure

Info

Article 72 of the Labor Code of the Russian Federation provides that a change in the terms of an employment contract determined by the parties is allowed only by agreement of the parties to the employment contract, and such an agreement is concluded in writing. But there are exceptions to this rule. This rule provides for the possibility of changing the terms of the employment contract determined by the parties at the initiative of the employer in the cases specified in Article 74 of the Labor Code of the Russian Federation, except for changing the labor function of the employee. Under the labor function is also understood the specific type of work assigned to the employee.

The concept of "labor function" in its content differs from the concept of "labor duties". Labor duties determine the essence of the labor function performed by the employee, specify the type of work performed in a particular position (profession, specialty).

Litigation related to the renaming of an employee's position

The employer often decides to rename a number of positions of employees in the staffing table. In one case, the company pursues the goal of bringing positions in line with the trends of the times (for example, the position of "salesperson" is renamed to the position of "sales manager") with full preservation official duties, in another - due to changes in the organizational structure of the company. The decision to change the structure, staffing, number of employees of the organization belongs to the exclusive competence of the employer, who has the right to terminate the employment contract with the employee in connection with the reduction in the number or staff of the organization's employees, subject to the established procedure for dismissal and guarantees against arbitrary dismissal (Definition Constitutional Court of the Russian Federation of December 22, 2015 No. 2768-O).

Changes in the organizational structure and their goals

• Topics:
• Job Descriptions
• staffing

Question Hello Experts! We plan to make changes to the structure of the organization, to merge departments (economists and sales department), etc., while some positions are planned to be removed altogether, and some to introduce new positions. Please tell me if there are any step-by-step rules (procedures, instructions) when changing the structure of the organization. Thank you in advance, Svetlana Moskvitina. Answer The structure of the organization is established on the basis of the volume and content of the tasks solved by the organization, the direction and intensity of the information and documentation flows that have developed in the organization, and taking into account its organizational and material capabilities.

Reasons for making changes to the staffing table

Consequently, the procedure for registering a new structural unit largely depends on the system of local regulations in force in your organization, other internal documents and established practice, which may also be reflected in the regulations for creating internal structural units. Thus, you need to: 1. Make changes to the organizational structure. In many organizations, the organizational structure is approved as one of the internal documents.
As a rule, it is drawn up in the form of a diagram, which allows you to visualize the relationship and interaction of departments and individual officials who are not included in any of the divisions, key top managers. Therefore, in this structure you need to reflect new structural divisions (departments) and remove the old ones. 2. Develop Regulations on the structural unit.
The two week period includes non-working days. This procedure is provided for in Article 14 of the Labor Code of the Russian Federation. This procedure also applies to laid-off retired employees who, on a general basis, can claim to receive the average monthly salary within the third month from the date of reduction (letters of Rostrud dated December 28, 2005 No. 2191-6-2, dated September 13, 2005 No. No. 1539-6-2). Additional guarantees in terms of maintaining average earnings for the period of employment apply to workers in the northern regions.
In addition, an extended list of abbreviated guarantees may be established in industry agreements. For example, employees oil and gas industry, warned of the upcoming dismissal, is given one day a month to search for a job while maintaining average earnings (clause 5.1.3 of the Industry Agreement of December 7, 2010).

Change in staff due to a change in the structure of the organization

Re: downsizing Hello! how to notify employees about a change in staffing, if it is not yet known what changes will occur? The director asked all employees to notify. and I don't know how to write. #19 IP/Host: 193.105.11. Registration date: 10/20/2010Posts: 47,004 Re: Changing the staff structure of an institution how to notify employees about a change in staffing, if it is not yet known what changes will occur? The director asked all employees to notify. and I don't know how to write. do not notify in any way - there is nothing to notify yet. » Do not waste time trying to figure out whether you love a person or not. Act as if you were sure that you love him ”(c) # 20 IP / Host: 89.248.118. Re: downsizing Hello! Our accountant is on maternity leave. there is the concept of a supernumerary unit. We will not accept a person in her place.
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Good afternoon. Organization changes in the bank. structure and staffing, I am offered a demotion due to the fact that my unit is not included in the new staffing. In case of disagreement with the proposed position, can the employer dismiss him under Article 77.7 of the Labor Code? job change not yavl.
labor function of the employee? Minimize Victoria Dymova Support Officer Pravoved.ru Similar questions have already been discussed, try looking here:

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Re: Reduced the position, but warned verbally after 2 months Hello! My question is very confusing! there was a reorganization and the staffing table changed from 11/28/12, the position was reduced, warning the employee orally only on 01/21/13, then the staffing table changes from 01/01/2013, there is no position, at the time of 02/01/13 the new company provides a list vacancies(male) to replace the office manager, and applications for transfer to a new enterprise were written by all employees from 01.01.13. The application is ignored and the order is not provided for the transfer within a month! Familiarize with the list only 02/01/13 and make a protocol on familiarization / refusal with the positions provided.

It is important to understand that the organizational structure that emerged as a result of the development is not a frozen form, like the frame of a building. Since organizational structures are based on plans, significant changes to the plans may require corresponding changes in the structure. Indeed, in existing organizations, the process of changing the organizational structure should be treated as a reorganization, because. this process, like all functions of the organization, is endless. Currently, successfully functioning organizations regularly assess the degree of adequacy of their organizational structures and change them as required by external conditions. The requirements of the external environment, in turn, are determined in the course of planning and control. Nearly every issue of Business Week reports on a major reorganization going on at some established firm.

And finally, change implies massive changes in the organizational structure, new products and fundamental change in technology. The need for successful implementation of such changes is clear. But less obvious is

After the type of activity and the list of works are established, it is necessary to assign the performance of each work to a specific division of the enterprise. Sometimes this may require a change in the organizational structure of the enterprise, its technical services, the nature of the specialization of units and individual workers. Such changes must be foreseen in the presence of objective conditions for their implementation.

Adaptation of structures H Complete design of structures Fig. 2.2. Directions of changes in organizational management structures

Depending on the degree of uncertainty, it is recommended different approaches, ensuring the adaptation of the organization to changes in the business environment, improving interaction and awareness of the state of the business environment, changing the organizational structure, strategic planning, using an entrepreneurial approach, etc. To increase the level of interaction efficiency, it is necessary to influence both the internal and external environment of the organization, trying to reduce its uncertainty. This is achieved by creating special units that communicate with the external environment, improving awareness of the state of the external environment, developing partnerships, cooperating with competitors, creating strategic alliances, etc. Carrying out organizational changes

Ensuring the developed investment strategy of the enterprise with the appropriate organizational structures for managing investment activities and the principles of investment culture. The most important condition for the effective implementation of the investment strategy is the corresponding changes in the organizational structure of management and investment culture. The envisaged strategic changes in the field of organizational structure and investment culture should be integral part investment strategy parameters that ensure its feasibility.

The change in the organizational structure of the republican apparatus of the Ministry of Finance is due to new tasks and functions arising from the status of the ministry as one of the central economic departments of a sovereign state, playing an important role in carrying out radical economic reform.

The issues of distribution and use of planned and overplanned profits, creation and . Particular attention is paid to the organization of working capital, the features of rationing and the acceleration of their turnover on main gas pipelines. The basic principles of organization of non-cash payments, types of crediting of inventory items, methodology for compiling the estimated balance of income and expenses and analysis of the financial activities of the association are given. The second edition (1st Publishing House - 974) covers in a new way the issues of creating and using economic incentive funds, reflects changes in the organizational structure and the introduction of a general management scheme in the USSR Ministry of Gas Industry.

A study of possible changes in the organizational structure and functions of the NTO units as a result of the introduction of CAD in the NCE showed the following.

Changes in the organizational structures of management relate to both the restructuring of enterprises and changes in the internal structure of management by creating new structures and redistributing responsibilities between existing structures.

As part of the change in the organizational structures of management, new departments and services are being created - marketing, foreign economic activity, the financial department, as well as the redistribution of existing functional duties between existing structures. However, changes in the organizational structure, as already noted, should be determined by the strategy of the enterprise, and not be carried out on their own. However, Russian enterprises are actively engaged in such strategic areas of activity as diversification, integration, development of new markets. At the same time, however, such aspects of activity as the analysis of real economic processes, forecasting their consequences, and developing and evaluating alternative options for economic actions are not sufficiently developed. This is largely due to the fact that special information, special methods and techniques of strategic work are needed.

All reform projects provide for priority changes in the organizational structure of the Gazprom Group. At the same time, state regulation of wholesale prices for gas produced by the Group should be maintained to some extent for a sufficiently long time. There are talks about the transfer of price regulation from the points of exit from the main transport system to the points of entry into it, that is, the transition to the regulation of prices of extractive enterprises. It should be emphasized that in all cases a combination of regulation of wholesale prices is envisaged with the establishment of a single tariff for gas transportation services for all gas owners.

There is a further change in the organizational structure, a system is being introduced

The basis for registration of amendments to the Regulations is the order of the director of the name of the organization. The change order is issued when it is necessary to redistribute, remove or add functions, when changing the organizational structure, Quality Objectives and their indicators of the unit, etc.

Changing the organizational structure in order to

Level of training - if the organization has enough highly qualified personnel, then even in a linear structure we can create fairly flat organizational structures, minimizing the number of management links. This will be connected with the possibility of expanding the zone of control of the head. If the staff is poorly trained and requires frequent management intervention, control and assistance, then it is more expedient to use a high organizational structure. Of course, more trained personnel will be able to work effectively in flexible (adaptive) structures and it is possible to use project and matrix options. One of the ways to change the organizational structure from linear to matrix, taking into account the skill level of the staff, may be the introduction of a functional organization, training a sufficient number of professionals within it, and then moving to adaptive structures. This way of organizational transformation can be used when carrying out simultaneous reorganization and training of personnel.

The development of the situation inevitably leads to a crisis, which implies two possible outcomes: 1) a change in the organizational structure (optimization under this project or the destruction of the organization) 2) changing the goals of the organization, and consequently, the change of projects (provided with actually available resources) and the creation of a new structural model for them.

Modern world- this is a world of drastic changes, large-scale changes in organizational structures, the creation and collapse of economic and social systems and institutions.

The decision of the company's management to adopt a consumer-oriented strategy (Figure 39) leads to a corresponding change in the organizational structure (see Chapter 12).

Changes in organizational structures are associated with global strategic decisions of the company's top management. Global strategic decisions determine where to develop new production capacities, in which areas of activity to increase investments, where to start entrepreneurship in a particular business area and what products to produce, where to get resources from, how to enter new foreign markets, etc.

Under these conditions, the transition from centralized management to the expansion of the rights and responsibilities of structural units has become one of the common phenomena in the economic life of market countries. This, in turn, led to a change in the organizational structures of management and in-house management in general. Departure from