Registration of transfer to another position: step-by-step instruction

Most organizations are interested incareer growth of their employees. This stimulates the production process and creates conditions for healthy competition. In the future, employees are better performing their duties. Competent documentation of transfer to another position is necessary in order to avoid possible legal misunderstandings. Personnel staff should know all the steps of this procedure.

What is a translation?

Before you start processing a transfer to anotherposition or in another unit, you need to understand the terminology. Employees of the company very rarely work in one place throughout their working career. Even if a person does not change the place, then most likely he will change his post.

Change of duties, name of workerplace, locality or other other characteristics related to work activity, is called a translation. This is an official procedure, accompanied by the registration of a number of documents and the introduction of appropriate entries in the work book and personal card.

The transfer of an employee from one position to another must be carried out only with the consent of the employee, and in accordance with the current regulations.

Types of translation

Personnel, faced with the question of how to formalize the transfer of an employee to another position, must deal with its variety.

1. Initiative translations are carried out on requestthe employee himself, or his immediate superior, the petition of the trade union body or on the basis of an order of the administration. The basis for this type of transfer is the operational need and willingness of the employee to perform new duties.
2. Non-initiative transfers are often mandatoryboth for the employee and for the employer. Most often, they are associated with changes in the health status of the employee or with unforeseen circumstances. This kind of staff movements must be done very competently, and it is necessary to request the consent of the staff.
3. Among others, it is worthwhile to single out a permanentand a temporary transfer. They differ not only in the time frame, but also in the design features. With constant translation, the employee's function changes forever. With him they conclude an addition to the contract, they make an entry in the work book. Temporal translation is reflected only in the order.
4. Transfer of a pregnant woman to a so-calledeasy work or reduction in production rates. This type of movement of personnel is carried out on application and on the basis of a certificate from a medical institution. In this case, processing a transfer to another position is always temporary. It is compulsory for the employer, but a pregnant woman can refuse. If the company does not have adequate, safe working conditions, then the woman is temporarily suspended from work, while the salary and position for her remain.
5. Transfer with the employer to a different location.Even if the company moves to the suburbs, because there is cheaper rent, it is necessary to issue documents in advance for all the personnel. If the employee refuses such an offer, the contract with him is terminated and the severance pay is paid to him.

These are the main types of translations.All of them should be made out correctly, with the obligatory consent of the worker and with entering all necessary records. Next, we will discuss in detail how to arrange the transfer of an employee to another position step by step.

Transfer to another position: execution of documents in stages

Begin the procedure for transfer of personnel withjustification for such a need. Most often this is a document, for example, an official or official note from the head of the unit. There may be a request from the employee himself, or an advertiser's announcement of vacancies.

Solving the question of how to formalize the transfer of an employee toanother post or to another unit, voluntary consent must be taken into account. Even if the procedure prescribed by law is being carried out, the employee must write an application.

Then an order is issued for the transfer, heUnified, however, private organizations can use their forms. But at this the registration of the transfer to another position does not end. It is necessary to make entries in accounting records, attach copies to the file and sign a supplement to the employment contract.

Worker's consent

Consent is one of the most importantstages. It does not matter whether external or internal translations are made correctly so as not to get problems with the inspection bodies. The employee must in one way or another express his consent, and necessarily in writing.

In practice, most often this is:

1. Application - written by hand in the name of the head or acting.
2. Consent to the transfer - it is advisable to develop such a form for the massive movement of personnel.

Written consent is the basis for issuing an appropriate order.

Transfer to another post: execution of an order

The grounds for transfer to another position or inanother subdivision is an order. It is published under the signature of the head. With him, the chief accountant, heads of departments and the employee himself are obliged to get acquainted. A copy of the order is filed in a private file.

This document specifies all the necessary data:

• temporary translation or permanent;
• positions;
• units;
• salary and wages;
• time and time of the beginning of work.

Conclusion of amendments to the employment contract

The employment contract is mandatory for the employerdocument. But it is important not only to conclude it at the beginning of cooperation, but also to keep it up to date. When the staff is transferred to other positions or to other units, they are supplemented or amended to the current contract. It is important to remember that these two documents do not exclude, but complement each other.

Additions, like the main contract, are issued intwo copies. Both are signed by the employee and the employer's representative. One is given to the employee's hands, the second is kept by the employer. If the transfer is temporary, then the term of the contract is limited by the period of change in the labor function.

Entering an entry into your personal card and personal file

All data about the employee are entered in his personalcard. Its establishment is compulsory, even if it is not customary for an enterprise to file personal files. Information about the transfer is entered in the relevant section on the day of issuing the order. It is also the basis for writing.

Employees of the personnel service should monitor the relevance of the information in this document and update it regularly. If the section is empty, you can print it out and sew it.

Entry in the work book

In the work record record of all permanent transfers, as well as temporary, if they are the basis for calculating the preferential length of service. This entry is strictly required.

In the record indicate the basis of the transfer, and completely, without any abbreviations, prescribe both the name of the post and the name of the division where the employee is transferred.

In addition, it should be noted that the translationformally is the change in the name of the organization or subdivision. In this case, a massive transfer is made, with the issuance of a single order and general consent.

When formalizing the transfer of employees, do not release key milestones. This will help avoid many problems with inspection bodies.