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Order on the assignment of additional duties (sample). Job description labor code

It is certainly possible to assign additional duties to an employee that are not provided for by his employment contract.

For example, during the absence of a department specialist personnel service, the hiring of new employees can be handled by a secretary or an accountant who works in the same organization as a temporarily absent employee.

However, the employer is not entitled to increase the volume of work by assigning additional duties to the employee unilaterally.

First, it is necessary to obtain the consent of the employee to perform the functions of an absent colleague. Secondly, document these changes in labor relations.

What are additional responsibilities?

IN labor law the term "additional duties" means the performance by the employee for separate fee additional labor functions assigned to him along with his main duties (established in the employment contract) during the working day (Article 60.2 of the Labor Code of the Russian Federation).

There are no restrictions on the circle of persons who can be involved in the execution of additional assignments.

The manager has the right to assign additional responsibilities to any subordinate, based on his workload, experience, professional qualities. The main condition is obtaining written consent from the employee.

Work related to the performance of functions not provided for by the employment contract is additional and is paid separately.

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A person may be involved in additional work in the following cases:

Absence at the workplace of a person for whom these duties are basic. The list of such cases that allow an employee to be absent from the workplace on legal grounds is established by the Labor Code of the Russian Federation. The most common of these are absence due to illness, vacation, medical examination by an employee.

In all these cases, the duties of an absent colleague can be redistributed among working colleagues.

In case when a production task can only be performed by a certain specialist, but this specialty staffing absent. The duties of an absent specialist may be assigned to a specialist with the necessary skills (combination of professions).
Increase in the volume of work within one profession. The employee is a qualified specialist and during the working day he can perform other duties along with the main labor duties, but within the limits of his profession (for example, when reducing staff unit duties of one employee can be transferred to another, more qualified).

Order on the imposition of additional duties on the employee

Any change in working conditions can be made by the employer only after the execution of the relevant order (mandatory for execution by subordinates of the order of the head).

Order for laying additional responsibilities published by the Human Resources Department.

Prior to the issuance of the order, the consent of the management and the employee who is entrusted with these duties must be obtained.

The consent of the employee is usually issued in the form of a bilateral agreement, which must provide for a list of duties assigned to the employee, the amount of payment additional labor, the duration of the agreement. The agreement is signed by the employee and the employer.

After registration, the order is given to the employee for familiarization. By signing the order, the employee agrees with its content and confirms the fact of familiarization with it.

Duties that are assigned. This paragraph must be stated in detail, indicating to what extent and what duties are assigned to the person.

For example:

“Assign to the accountant Smolina A.P. performing the duties of a cashier during the working hours established by the employment contract for an additional payment.

Terms of payment. As a rule, if duties are performed in full, then the amount of payment is set in the amount of the salary of the absent employee, if labor functions are performed partially, then in proportion to the amount of work performed.

But, in any case, the amount of payment will be established by agreement between the employee and the employer.

“Install Smolina A.P. additional payment for performing the duties of a cashier in the amount of 10,000 rubles.

A document base. Reference to the number and date of the document conferring extra work per employee (additional agreement).
Signature company leader and employee.

If an employee refuses to sign the order, another employee can be recruited to perform duties.

Requisites indicated in individual cases. In cases where the assignment is related to the combination of positions, the assigned position will be additionally indicated.

For example:

"Assign the duties of an engineer to the chief mechanic Rysin O.K."

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Samples of some instructions are established by normative legal acts. How to draw up a job description in an institution, if it is not provided for type form how to develop and approve it, how to make changes? You will find answers to these and other questions in the article.

Role job description

The Labor Code does not pay attention to the job description, but it is often mentioned in the letters of Rostrud. Let's determine what this instruction is and whether it is really needed.

According to the Modern Economic Dictionary, an official instruction is considered to indicate the range of assignments, duties, work that a person holding this position in an enterprise or firm must perform. And in Letter of Rostrud dated 09.08.2007 No. 3042-6-0 it says that a job description is a document that defines tasks, qualification requirements, functions, rights, obligations, responsibility of the employee and which is an integral instrument of regulation labor relations.

A job description is necessary for both the employer and the employee. It should be developed for each position (including vacant) available in the staffing table. Please note that the instruction is developed specifically for a specific position, and not for a specific employee.

According to this letter, the absence of a job description in some cases prevents the employer from reasonably refusing to hire (since it may contain additional requirements related to the business qualities of the employee), to objectively evaluate the employee’s activities during the period probationary period, distribute labor functions among employees, temporarily transfer an employee to another job, evaluate the conscientiousness and completeness of the employee's performance of a labor function.

Let's clarify this wording. According to Art. 64 Labor Code of the Russian Federation an unreasonable refusal to conclude an employment contract is prohibited, that is, a refusal due to circumstances not related to the business qualities of the employee. Under business qualities according to Decree of the Plenum of the Armed Forces of the Russian Federation of March 17, 2004 No. 2 abilities are understood individual fulfill a certain labor function taking into account his professional and qualification qualities (for example, the presence of a certain profession, specialty, qualification), personal qualities(for example, the state of health, a certain level of education, work experience in a given specialty, in a given industry). Thus, the presence of a job description will allow you to reasonably refuse to hire a person who does not have sufficient experience or qualifications.

According to Art. 71 Labor Code of the Russian Federation in case of an unsatisfactory result of the test, the employer has the right to terminate the employment contract with the employee before the expiration of the test period, notifying him of this no later than three days in advance, indicating the reasons that served as the basis for recognizing this employee as not having passed the test. Thus, the job description, which lists the duties that the employee was supposed to perform, can become the basis for his dismissal as he did not pass the test.

By virtue of Art. 192 Labor Code of the Russian Federation a disciplinary offense is a failure to perform or improper performance by an employee due to his fault of the labor duties assigned to him. Thus, before bringing an employee to disciplinary responsibility, the employer must refer to the job description.

In addition, the job description provides for the possibility for an employee to replace another, absent employee, for example, when the deputy head of the department temporarily acts as the head of the department during his absence or a doctor of one specialization replaces the position of a doctor of another specialization.

An organization may also have employees who hold the same positions but have different salaries. This is wrong, because according to Art. 22 Labor Code of the Russian Federation the employer must ensure equal pay for work of equal value. And in this case, it is job descriptions that will be proof that the rights of employees are not violated. To do this, the instructions should reflect the indicators of labor quality that affect wages: different job responsibilities, different scope of work performed, qualification requirements, etc. (But still, in order to avoid difficulties with regulatory authorities, we recommend entering the words “senior”, “leading”, etc.)

Job descriptions also help to justify some expenses - transportation (for persons whose work is traveling), cellular communication and so on. Great importance have instructions in cases where employees are involved in civil law contracts to perform tasks that are not part of the duties of regular employees.

Thus, the main objectives of creating job descriptions are:

a clear and detailed formulation of the labor function of employees;
definition necessary qualifications workers;
establishing the obligation of employees to improve their qualifications;
determination of the order of interaction of employees;
justification for bringing to disciplinary responsibility;
justification for reimbursement of transport or other expenses.

Some employers limit themselves to indicating the labor function (work according to the position in accordance with the staff list, professions, specialties indicating qualifications) in the employment contract, without even prescribing job duties. At the same time, the employer refers to the existence of tariff and qualification directories, which establish requirements for various categories of workers. And it won't be a violation labor law. But, using job descriptions, the employer makes life easier for himself, first of all, because the benefits, as they say, are obvious.

The procedure for developing a job description

When developing job descriptions, you can use Recommendations approved Order of the State Committee for Ecology of the Russian Federation of December 10, 1997 No. 552. GOST R 6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Documentation Requirements".

The details of job descriptions should include the name of the organization and the name of the document, the date and number, the title to the text, the approval stamp, the text, the signature of the developer and the approval visa.

For the basis qualification characteristics The following regulations apply to each position:

Qualification directory of positions of managers, specialists and other employees, approved Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37;
The procedure for applying the Unified Qualification Directory for the positions of managers, specialists and other employees, approved Decree of the Ministry of Labor of the Russian Federation of February 9, 2004 No. 9;
Unified qualification directory of positions of managers, specialists and employees, approved Order of the Ministry of Health and Social Development of the Russian Federation dated July 23, 2010 No. 541n;
other qualification guides across various industries and activities.

At the same time, taking into account the specifics of the organization, the form, structure and content of the instructions may have their own characteristics.

As a rule, the job description consists of the following sections:

1. General provisions. Include:

functional purpose of the document. For example: “The job description defines functional responsibilities, rights, duties, responsibilities, working conditions, relationships (connections by position) of the employee, criteria for assessing his business qualities and the results of work in the performance of work in the specialty ";
the category to which the position belongs (managers, specialists, workers, etc.);
the procedure for appointment and dismissal to a position (by whom the employee is appointed, whether it is accepted by competition);
subordination of the employee: to whom he is subordinate and who is in his subordination;
the procedure for replacing during his absence and the positions that he can replace;
qualification requirements (education, work experience, skills, additional information);
what should be guided in their activities;
- documents, the knowledge of which is mandatory.

2. Job responsibilities. The section includes a description of specific daily, weekly, monthly, etc. duties that the employee must perform within the framework of the functions assigned to him, as well as duties involving the use of certain forms and methods of work, the procedure for fulfilling orders, ethical standards that must be observed in the team.

3. Worker's rights. A list of rights granted to the employee for the successful fulfillment of the duties assigned to him, which arise both from the functions of the organization and from the functions structural unit. Such rights, for example, include the following: make decisions in accordance with job responsibilities, take part in the development different kind programs, make suggestions to improve the workflow, improve their skills.

4. Relationships by position. The circle of persons with whom the employee interacts while carrying out labor activities is listed, functional and linear subordination or management is indicated, including the timing and procedure for providing information, the procedure for signing and coordinating documents, etc.

5. Responsibility. The types of liability for untimely and poor-quality performance by the employee of their official duties according to labor law. This section may list specific types violations for which specific types of liability apply. When prescribing measures of responsibility, it is necessary to make a reference to the article of the relevant regulatory legal act - the Labor Code of the Russian Federation, the Civil Code of the Russian Federation, the Code of Administrative Offenses of the Russian Federation or the Criminal Code of the Russian Federation.

6. Evaluation of work. Here are installed:

criteria for assessing the business qualities of an employee, such as qualifications, professional competence, intensity of labor, manifestation of initiative;
work evaluation criteria - the results achieved by the employee in the performance of official duties, the quality of the work performed, the timeliness of its implementation, etc. At the same time, the assessment of business qualities and work results is carried out on the basis of both objective indicators and the motivated opinion of the immediate supervisor.

7. Final provisions. This section may prescribe the procedure for the entry into force of this document, making changes to it, etc.

Note that the employer cannot include in the job description provisions that are not established by the Labor Code, in particular, additional grounds for dismissing an employee. IN Letter of Rostrud dated November 30, 2009 No. 3520-6-1(Further - Letter No. 3520-6-1) it was clarified that the provision on the possibility of dismissal on certain grounds, including own will, is not the subject of the job description, since it does not relate to the employee's labor function.

As a rule, job descriptions are developed by an employee of the personnel department together with the head of the structural unit.

The instruction may take the form of a separate document or an annex to employment contract. We consider the job description as a separate document, since this form is more convenient and more often used in practice.

Coordination of job description

So, initially a draft instruction is being developed. It is then usually approved by the legal department, undergoing a legal compliance review, with financial service and other departments of the organization with which the employee holding this position will interact. The opinion of the coordinating persons can be recorded on the approval sheet attached to the instruction, taking into account which changes are (are not) subsequently made to it. After making changes, the instruction goes through the approval procedure again.

The question may arise: do job descriptions need to be coordinated with the trade union body, if it exists? By virtue of Art. 8 Labor Code of the Russian Federation in cases provided for by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation, a collective agreement, agreements, the employer, when adopting local regulations, takes into account the opinion of the representative body of employees (if any). But is the job description local normative act? Since the Labor Code does not define what specifically refers to these acts, the opinions of experts on this issue differ: some believe that if the job description is a separate document, and not an annex to the employment contract, then this is a local normative act, others call the job description a “sub-local” normative act, according to Rostrud, the job description is an internal organizational and administrative document ( Letter No. 3520-6-1).

In any case, neither the Labor Code of the Russian Federation, nor other federal laws and regulatory legal acts have established the coordination of job descriptions with the representative body of employees. And if the collective agreement or agreement does not provide for this, coordination is not required.

So, after the instruction is approved by the head, it is certified with a seal and registered in the job description register. The original instruction is usually kept in the personnel department, and a duly certified copy is kept by the head of the unit.

It is not necessary to put the instruction into effect by order of the head, unless, when changing its provisions, it is necessary to make changes to the employment contract. But more on that later.

The job description comes into force from the moment of its approval and is valid until it is replaced by a new job description. If the employee reads the instructions before signing the employment contract, the contract must include the line “I have read the job description before signing the employment contract”, under which the employee signs. If the instruction came into force during the period labor activity, the fact of familiarization is recorded in the familiarization sheet, which is attached to the instructions and is certified by the signature of the employee with the date. In both cases, a copy of the instruction is given to the employee. If the employee refuses to sign the instruction, an appropriate act is drawn up.

Making changes to the instructions

In the course of the organization's activities, any changes are constantly taking place: personnel, structural, manufacturing process etc. Often such changes are reflected in the functional duties of employees established by the job description. Then there is a need to make changes to it. How to do it right?

First of all, we note that any interested person can initiate changes: the employer, the head of the structural unit in which the employee works, the head of the unit that interacts with the employee, and, finally, the employee himself.

The proposal is made in the form of an employee's statement, an employer's proposal or a memo from the head of the department. If the party to whom the proposal was sent agrees to such changes, it remains only to issue them. Here it is important to determine whether changes to the job description will lead to changes in job duties, which, in turn, may lead to a change in the employee's labor function determined by the employment contract. Since when changing the labor function of an employee, he must be transferred to another job - a permanent or temporary change in the labor function of the employee and (or) the structural unit in which he works (if the unit was indicated in the employment contract), while continuing to work for the same employer ( Art. 72.1 of the Labor Code of the Russian Federation). A transfer to another job is allowed only with the written consent of the employee, with the exception of cases provided for part 2 And 3 art. 72.2 of the Labor Code of the Russian Federation.

Thus, the employer cannot unilaterally change the job duties of the employee or supplement the instruction with new duties. It's only ok Art. 72 Labor Code of the Russian Federation- a written agreement of the parties is concluded, about which the employee is warned in advance. IN Letter of Rostrud dated October 31, 2007 No. 4412-6 on this it says the following: changes to the job description may be associated with a change in the mandatory conditions of the employment contract. In this case, the requirements for advance written notification of the employee must be observed. And only after the employee has agreed to continue the employment relationship, changes are made to the job description. In addition, the letter explains that if the instruction is an annex to the employment contract, it is advisable to simultaneously amend the contract and the instruction by preparing an additional agreement. If the job description was approved as a separate document and at the same time making changes to it does not entail the need to change the mandatory terms of the employment contract, it is more convenient to approve the instruction in new edition by informing the employee in writing. For example, when it is required to clarify or specify some of the employee’s duties: instead of “ensure the safety of documents” - “keep documents in a special cabinet, issue them on the basis of a memo”, etc.

Job Regulations

Speaking about the job description, it is impossible not to note the category of employees for whom the document establishing job responsibilities is mandatory. These are civil servants, and such a document is called official regulations. He is the main normative document regulating the content and results of the activities of a civil servant. It contains the requirements for an employee replacing the corresponding public office. Job regulations are designed to help correct selection, placement and retention of personnel, improving their professional qualifications, improving the functional and technological division of labor between managers and specialists in the performance of tasks determined by the regulation on the body, structural unit, and are also used in assessing the performance of a civil servant.

According to Art. 47 federal law dated 27.07.2004 No. 79‑ФЗ “On the state civil service Russian Federation» professional service activity of a civil servant is carried out in accordance with the official regulations approved by the representative of the employer and is integral part administrative regulations of the state body. This article establishes specific provisions that should be included in official regulations:

qualification requirements for the level and nature of knowledge and skills, education, length of service in the civil service (public service of other types) or length of service (experience) in the specialty;
official duties, rights and liability of a civil servant for failure to perform (improper performance) of official duties in accordance with the administrative regulations of the state body, the tasks and functions of the structural unit of the state body and the functional features of the civil service position occupied in it;
a list of issues on which a civil servant is entitled or obliged to independently make managerial and other decisions;
a list of issues on which a civil servant is entitled or obliged to participate in the preparation of draft regulatory legal acts and (or) draft management and other decisions;
terms and procedures for the preparation, consideration of draft management and other decisions, the procedure for agreeing and adopting these decisions;
the procedure for official interaction of a civil servant in connection with the performance of his official duties with civil servants of the same state body, other government agencies, other citizens, as well as with organizations;
scroll public services rendered to citizens and organizations in accordance with the administrative regulations of the state body;
indicators of the effectiveness and efficiency of the professional performance of a civil servant.

The provisions of the official regulations are taken into account when holding a competition for replacement vacant position civil service, attestation, qualification examination, planning of professional activity of a civil servant.

The results of the execution of official regulations by an employee are taken into account when conducting a competition for filling a vacant position in the civil service, including an employee in personnel reserve, assessment of his professional performance during the certification, qualification exam or promotion of a civil servant.

Exemplary job regulations are approved by the relevant management body public service. For example, the official regulations of a state civil servant customs authority RF approved Order of the Federal Customs Service of the Russian Federation dated 11.08.2009 No.1458 .

Summing up, we note: despite the fact that the absence of job descriptions is not a violation of labor legislation and does not entail any responsibility for the employer, this document should not be neglected. It is better to spend a little time and effort on its development, and not be limited to samples. standard instructions and approach this process with all seriousness and responsibility. This will protect yourself from many unnecessary problems and disputes with regulatory authorities.

Modern economic dictionary/ B. A. Raizberg, L. Sh. Lozovsky, E. B. Starodubtseva. - M.: INFRA-M, 2006.

"On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation".

"On Approval of the Regulations on the Occupational Safety and Health Management System in Organizations State Committee Russian Federation for Environmental Protection.

#militaryfinance #military economy#army

The organization and conduct of work on saving, rational use of material assets are assigned to the commander of a military unit, who is obliged to determine the main directions of this work. The implementation of measures for economic work in a military unit is carried out by all officials involved in the conduct of the military economy. They must determine the main sources of savings in material and Money. These include:

Identification of equipment, machinery and other material values that are redundant and have no further use, and for the purpose of their rational use - making a decision on transfer to other military units (to arsenals, warehouses, storage centers) or on disposal;
- improvement of conditions for the maintenance and storage of material assets;
- organization of their correct use or operation;
- saving motor resources and bringing their consumption in line with established limit fuel consumption;
- rational use of repair and maintenance materials, spare parts;
- timely repair of storage facilities and equipment;
- collection and delivery of waste oil products for regeneration;
- economical spending utilities(electricity and heat, water and fuel);
- automation of outdoor lighting control;
- transfer of heating installations to cheaper types of fuel.

Main activities economic work conducted on clothing service in a military unit can be:

Extending the terms of wear of clothing property by improving its operation and careful attitude, timely repair, dry cleaning, painting and impregnation with an anti-rotten compound, creating (accumulating) stocks of working and replacement uniforms, underwear and bed linen and other clothing property;
- collection and re-use of repair material, rags and accessories when strutting discarded and decommissioned clothing items;
- manufacturing of discarded property and applying for a planned supply of individual items of clothing property, as well as sewing bedside rugs, bedding for mattresses, barracks slippers, mittens, etc.

The food service must also take measures to save material and money. At the same time, it must be taken into account that economic work does not affect the norms for bringing the established norms of rations up to personnel. The main activities can be:

Saving salt and spices, which are put on the tables in the dining room and replenished as needed;
- collection and timely delivery of containers without reducing its categorization;
- sorting potatoes, fermenting and salting vegetables by the personnel of the military unit;
- extension of the service life of dishes, mechanical and technological equipment;
- work to prevent the removal of tableware and kitchen utensils from the dining room.

The service of fuel and lubricants contains large reserves for saving material values and money in the process of operating weapons, military and special equipment. These include:

Strict observance of limit discipline in fuel consumption;
- identification and elimination of the causes of fuel burnout by machines and units in excess of the established consumption rates;
- proper planning and organization of transportation by car and etc.;
- finding opportunities for connecting units that consume fuel to stationary power plants;
- collection and delivery of waste oil products for regeneration.

The housing and operational support of a military unit implies the use of a significant amount of material assets and the consumption of other resources. Accordingly, it can take measures to save them, in particular:

Conserve electricity, water, fuel and thermal energy, including by automating the control of outdoor lighting, transferring heating installations to cheaper types of fuel and other ongoing activities;
- performance of work by personnel on the repair of buildings and structures, equipment, furniture and other apartment property;
- extension of service life of apartment property;
- Increasing the profitability of hostels and hotels.

Savings and thrift, rational use of material and financial resources allocated by the state to the Armed Forces of the Russian Federation constitute the main content of the economic work carried out in a military unit. Economic work is carried out in all services of the combat, technical support and branches of the armed forces leading the military economy. The main task of economic work in the combat and technical services is to provide measures for the economical and rational use of all types of material assets and other resources allocated for the maintenance and operation of weapons, military and other equipment, ammunition, military equipment.

Economic work in the combat and technical support services is carried out in order to reduce labor intensity Maintenance which includes:

Transition to a one-dimensional maintenance system;
- implementation of recommendations to streamline its operations, improve accessibility to service and control facilities;
- introduction of on-board diagnostic tools;
- introduction and use of a new progressive organization for the preparation of weapons, military and special equipment for release by complex technical calculations, capable of independently performing all types of work in full according to the team contract method;
- reduction of costs for the storage of weapons, military and special equipment;
- control technical condition weapons, military and special equipment, its timely diagnostics, which determines the feasibility of maintenance and repair;
- improvement of the spare parts supply system;
- reducing the cost of maintenance and operation of weapons and military equipment.

In the services of automobile, armored, rocket and artillery weapons, as well as engineering, radiation, chemical and biological protection, communications and others, measures are being taken to save material and money:

Extension of overhaul periods of operation of weapons, military and special equipment;
- economical use of motor resources of equipment;
- the use of driving simulators;
- rational use of repair and maintenance materials, spare parts and tools;
- saving of spare parts and details due to their restoration and own production;
- reduction of water and electricity consumption for technical needs;
- use of rejected and decommissioned tank tarpaulins, material of tents and other clothing items for the manufacture of automobile awnings and various products for weapons, military and special equipment (covers, etc.);
- increase in service life of caterpillar tapes, batteries(batteries), rubber undercarriage of machines, engineering equipment, etc.;
- savings from the reuse in the repair of weapons, military and special equipment of parts and spare parts obtained during the dismantling of decommissioned machines and equipment;
- saving fuel by using rectifier power devices for communication equipment from the mains and charging batteries.

Of great importance in saving military equipment and maintaining its high combat readiness is good organization park or park-economic days.

The following activities are possible at the facilities of the educational and material base for combat training and indoctrination work:

Saving, proper operation of equipment and repair of facilities for the educational and material base of combat training and indoctrination work by personnel;
- the use of cheap materials and improvised means for the manufacture of targets and visual aids(stands, posters, etc.);
- reuse of means of imitation and designation (pointers, flags, bandages, etc.) during field exercises and exercises;
- advance rational planning, preparation and conduct of exercises with maximum efficient use technology at minimal cost motor resources, ammunition and fuel;
- increasing the overhaul life of musical instruments, books library fund, teaching aids, sports equipment, etc.;
- reducing the cost of purchasing books for libraries due to the periodic redistribution of the library fund between parts.

In order for these measures to be carried out, it is necessary to constantly instill in the servicemen a careful attitude to the use of material and financial resources, to increase their responsibility for the economical and rational use of resources. The efficiency of economic work is facilitated by the necessary consideration of the quality of work officials military unit. However, it should be noted that all economic effect in value terms can be shown in reports. If some amounts arise as a result of savings, then this money goes to the state.

One of the components economic activity military unit are measures to prevent damage to material and monetary resources. The main activities to prevent damage in a military unit are:

The correct definition for each military unit of the limits for the consumption of material assets;
- planning all types of activities only in accordance with the allocated resources;
- observance of regular discipline;
- Appointment of the most trained servicemen to the composition of the inventory commissions, systematic instructional exercises with them;
- training of commanders in the system of command training in economy, rational use of material assets;
- fulfillment of the requirements for ensuring the safety of material assets, organization of their storage;
- monthly summarizing the results of the organization's activities internal control, prevention of cases of damage, eradication of loss and theft of material assets;
- constant monitoring of the implementation by officials of their official duties, control of the availability and condition of material assets;
- conducting (upon detection of damage) administrative investigations, bringing the perpetrators to justice;
- timely accounting of business transactions.

Therefore, the prevention of damage can be considered one of the components of economic work. IN modern conditions When it is difficult to materially stimulate the results of economic activity, measures to prevent damage occupy an important place in the organization of the military economy. Officials are obliged to ensure this work. It becomes most effective when controlled by commanders and superiors.

Thus, the responsible persons in charge of the military economy are obliged to organize work on the economical, rational use of the material assets of the military unit. During the planning period, the deputy commander of the unit for logistics (logistics) can develop a plan for saving, rational spending material and money. Based on it, economic work will be carried out in the military unit, the results of which will have to be reflected in the reports of the work of the military unit to save material and money. A meeting will need to be held at least once a year. At which the results of the economic activities of units, departments, services and military branches of the unit will be announced.

The leadership of the country and the Ministry of Defense, in the course of implementing the planned measures to further development Armed Forces, the task is set - to live within our means. This means that it is necessary to fit into those budget appropriations which are allocated by the Ministry of Defense of the Russian Federation for the maintenance and performance of the tasks assigned to them.

The level of combat readiness depends not only on the amount of resources allocated to the country's defense, but also on the effectiveness of their use. This goal can only be achieved if the strictest regime of economy is observed, violations associated with the expenditure of resources are prevented, as a result of a constant search for ways to reduce costs, using the methods of military-economic analysis and finding internal reserves in all areas of financial and financial economic activity. Hence follows the ever-increasing role of military-economic analysis, which ensures practical activities leaders of all levels by methods of quantitative analysis and substantiation of military-economic decisions.

Practically, material, labor and financial resources are used in all processes of economic support of the Armed Forces, that is, in organizing the supply of weapons, military and special equipment, property, combat training, the welfare of troops, providing personnel, industrial production And capital construction. In this regard, financial and economic authorities have the opportunity to influence the adoption of rational decisions, the implementation of which requires the expenditure of material and monetary resources.

Economy mode, organization of economic activity, validity of decisions made, competence, professionalism, economic literacy, knowledge of governing documents and their implementation - these are the principles that should become the norm in the daily activities of all officials, the key to successful solution of the tasks facing the Armed Forces in general and the military economy in particular.

In progress industrial relations often occur non-standard situations requiring the performance of work without observing the parameters of working conditions and its payment, approved by the internal labor documentation of the business entity. The assignment of additional duties to the employee is possible only after obtaining the consent of the employee and completing the relevant documentation. This does not take into account whether the additional job has the qualification of the main job or not.

Assignment of additional duties to the main job

Legislative regulation

When assigning additional responsibilities to an employee, one should rely on the current legislative norms and internal documentation for the enterprise.

The list of duties of each employee is determined by the terms of the employment contract, the elements of which must be reflected in the job description. When preparing documentation, one should take into account the range of duties regulated by a particular profession and the qualification requirements for it.

If there is a production need to perform work that is not taken into account by internal regulatory documentation drawn up for a specific position of an employee, it is necessary to make appropriate changes to it. To do this, it is necessary to correct the documentation regulating labor relations.

Legislation

The Labor Code defines the rights of each employee of a business entity to work in accordance with the requirements of a formalized agreement with the employer. He is not authorized to impose additional duties employees without obtaining their consent. In order to legally make changes to the documentation regulating the change in labor parameters, it is necessary to notify the employee in writing about the planned changes, no later than 2 months before their implementation. Responsibilities can be adjusted only after obtaining the written consent of the employee after two months from the date of the event.

It should be noted that if the functional duties of the employee do not change when the list of works is changed, then the internal documentation for the enterprise can be changed without the consent of the employees. After the execution and implementation of internal documentation, employees must be familiarized with the list of obligations set out in the new edition.

When additional responsibilities are needed

Non-standard production situations that require the imposition of additional obligations on employees may be due to the absence of an employee at the workplace, whose duties are shifted to the shoulders of other persons. The causes of the event can be illness, vacation or passing medical examination. If the solution of the production problem is within the competence of a specialist with a specific qualification, the specialty for which is not in the staff list, then such obligations can be assigned to an employee with the appropriate education and skills.

Dependence of the parameters of labor and its payment on the applied method of imposing additional duties

An increase in the volume of output, as well as changes in the production schedule, may require the performance of additional work that was not previously provided for by the business entity. New duties can be assigned to an employee within his competence. At the same time, it is important to correctly issue additional obligations to the employee in order to subsequently exclude disputes regarding wages and incompetent performance of duties, which the employee may not be aware of.

In each company, a situation may arise in which, for a certain period of time, it will be necessary to replace an absent employee. The need may arise in different situations:

In case of illness, leave of the employee;
In the event of a business trip;
In the event of suspension from work (for example, an employee has not passed a mandatory medical examination and cannot perform labor obligations);
In case of early termination of the employment contract.

For the temporary performance of additional duties, the employer has the right to attract full-time employees. In this case, the employee is not released from performing his main job, but additionally performs the duties of the absentee.

The employer must follow a certain procedure for attracting an employee to additional work. Before filling out an order for the assignment of additional duties to an employee and requiring the performance of an additional amount of work, it is necessary to send the employee a written proposal to perform additional duties in free form. The amount of additional work, the timing of its implementation must be agreed with the employee.

If the employee agrees, then it is necessary to conclude an additional agreement with him to the employment contract. The agreement is filled in two copies: one copy remains with the employer, and the second is given to the employee. On the copy of the employer, the employee must mark the receipt of his copy of the agreement.

It should be noted that additional payment is not always established for additional work. Thus, the performance of the duties of an absent employee with a similar or similar labor function may be provided for by the job description and included in the employee's labor function. In this case, the performance of additional work will be included in the employee's labor duties and the employer is not required to establish an additional payment.

On the basis of an agreement with the employee, the employer issues an order imposing additional duties on the employee. The document does not have an approved form, therefore it is compiled by the employer independently. Let's take a closer look at how to draw up a document correctly, what information needs to be reflected in the order.

Order on imputation of additional duties (sample)

The heading of the document indicates the name of the company, the date it was filled out, the number of the order. The main part of the document indicates the reason for imposing additional duties on the employee, indicating the full name of the absent employee, the time period with the exact dates (if known) and the reason for his absence. It is advisable to indicate that the assignment of duties occurs with the consent of the employee.

Full name of the employee who is involved in the performance of additional work, his position, time period;
Position, duties for which are transferred to the employee, job description;
Will there be a surcharge, the amount of surcharge for performing additional work.

The fact that for some time the employee performed additional work is not reflected in the work book in any way (no record of this needs to be made). No entries are made to the employee's personal card either.

Below is a sample order.