Advice 1: How to place the employee on vacation for child care

In accordance with the labour legislation the employer is entitled to conclude fixed-term contracts with those workerswho accepted the position temporarily, for example, in the case of leave for care for a child primary worker. Arranging the work of such an employee, should be guided by the Labour code, namely articles 59 and 79.
How to place the employee on vacation for child care
Instruction
1
According to the Labor code, any employee (temporary or permanent) you must enter into an employment contract. Reason for making work is a statement employed. So ask the prospective employee to write in your name statement. Here it needs to specify the desired position and that the employment is temporary.
2
In large organizations, all incoming correspondence is registered in special journals, which are kept by the Secretary. If you have any, make a record of the acceptance of the application.
3
Even though the employee is temporary, it needs to sign local acts, for example, the job description. Will include information on the responsibilities, rights and working conditions.
4
Complete administrative document – the order on employment. You can use a unified form T-1, and can develop it yourself (be sure to fix it in the accounting policy of the organization). Here fill in the information about the nature of the work (temporary), enter the position and amount of salary. The basis for the issuance of the order is a statement of the employee.
5
Make labor contract, and it needs to be executed at a certain time. Here you can specify a date range (e.g., year), or may enter a specific date (for example, the contract is valid until 01 January 2012).
6
Despite the fact that the employee is on time, you have to make a personal card. There enter the employee's information – passport data, INN, SNILS and others. List the nature of the work. You can also generate a personal matter, will include copies of all documents, including orders, employment agreement.
7
Complete the work book of an employee, that is, in the column "Information about work" enable recording on the basis of the order on employment.

Advice 2 : How to transfer an employee on leave to care for a child

In accordance with article 256 of the Labor code, an employee who is on leave to care for a child, should remain the place of work. In the conditions of unstable economic situation of the employer is sometimes forced to transfer employees to other jobs, reducing the job. In such a situation how to do the head, because under the law the woman fixed position, and to make a transfer impossible.
How to transfer an employee on leave to care for a child
Instruction
1
If you want to translate a young mother on another job, get her permission. Then the question arises: how to do it, because she was on vacation. For this purpose issue a challenge (in relation to young mothers labour legislation allows to do it). Compose a letter, address it to the employee. Be sure to specify the reason for the call from vacation. If the employee agrees with the above information, he should sign the document and put the date of review.
2
To address the employee complete a notice of transfer. According to the labor law it must be signed by the employee no later than two months from the date of entry of the order into force. Therefore, in order to send the employee for another vacation, it is advisable to ask him to write a statement about the translation.
3
Make a order. In the document, specify the reason for the call from holiday on care of the child, the expiry date of leave, employee data. Give administrative document for signature to the employee. Make changes to employees ' personal pages, insert all the documents in a personal matter.
4
Conclude with the employee an additional agreement to the labour contract, as you change one of the conditions. In the document, specify a new position, wage and other working conditions. If necessary, make a job and give it for signature to the employee.
5
Then place your order. In this document enter the details of the employee's former and new place of work. Be sure to specify the basis for translation (additional agreement, for example), the amount of wages. Opisite document the employee.
6
Then make your changes in staffing and vacation schedule. Do it with orders.
7
If the employee wants to go back to the vacation, place your order on the basis of her statement. Make changes to the vacation schedule and personal card.
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