If we are talking about the employee's absence for a long time, widely used for bringing a new employee on the basis of fixed-term employment contract. Documents are processed the same as a regular job, but the employment contract specifically stipulates the condition that the employee shall be employed until the work is temporarily eliminated employee (article 59 of the LC RF).
When in place temporarily retired, involved staff member, to issue such performance of duties is necessary, as a temporary transfer, with the publication of the order in form T-5. In this case, the order must necessarily come from the consent of the employee to such temporary transfer, or to the order must be accompanied by the agreement of the employer and the employee on temporary transfer. The consent of the employee on temporary transfer is not required only if the transfer is made for less than 1 month (article 72.2 of the LC RF).
If the regular employeecontinues to perform their work functions, additionally assigned responsibilities for performing job functions of a temporarily absent employee, then this order is issued, the form in which legislation is not regulated. However, such an order must contain surname, name, patronymic of the absent employee's job title, as well as the charges for performing additional job duties. The amount of this fee is set by agreement between the employer and the employee.With respect to employees occupying ordinary positions, use the wording: "to Hold (name of the position, surname, name, patronymic) the duties of (name of position) during the absence (vacation, business trip, etc.) (surname, name, patronymic of the absent employee)". This order may be enclosed directly in the order on vacation or on a business trip; in this case, both the employee should be informed of this order, a copy of the order is placed in a private affair of the retiring employee, and an extract from the order – in the personal business of the employeethat will perform its function during the absence.In respect of Executive employees of the wording was slightly different: "Assign (name the position, surname, name, patronymic) to temporarily perform the duties of (name of post)". The order shall indicate the reason for the temporary disposal of the employee and specifies the size of the surcharge regardless of whether the employee is a Deputy chief on staff.
The purpose of performing the duties of an employee to a vacant position is not allowed, in this case, should be issued either a temporary relocation – at the time of finding a suitable employee to work on a permanent basis or a permanent transfer, making appropriate changes in the employment contract. You need to keep in mind that in case of temporary transfer, the employee may claim to occupy the position on a permanent basis.