In that case, if a job description is an Annex to the employment contract, its change will cause an automatic change in the terms and conditions. It must occur in accordance with article 72 of the labor Code. This means that all changes should be made only by agreement of the parties and to be issued as a separate document entered into between the employer and employee in writing. If the job description was approved as a separate document, the contract change is not necessary. In this case, a separate order approves the new job description.
Changes to existing job descriptions must be carried out subject to certain terms of the employment contract. Labor function, which is determined by job description, is a mandatory condition of the employment contract. Making adjustments in job descriptions is equivalent to changing job functions and according to their legal essence, a transfer to other work for which, in accordance with part one of article 72.1 of the labor code requires written consent of the employee.
The need for changes in the job of the user occurs in case of changes of organizational and technological conditions that must be verified by an appropriate order listing the specific conditions and changes, and a link to supporting documents.
If the labour code does not provide for another, then the employee must be warned of impending changes in its duties not later than two months. The fact of receipt of the notice shall be certified by signature of the employee must indicate the date of review. After that, the employer makes changes in the text of the employment contract and job descriptions and other local normative acts.
The company should account for changes in the job description. For this to be a special magazine that captures the essence of the changes with reference to relevant paragraphs. Previous job description shall be kept in archive for at least three years, after it was changed.