The staffing table is a mandatory normative act that does not contain the names of the employees of the organization. The purpose of this document is to provide a well-defined enterprise configuration.

Namely:

• Compound.
• The number of employees.
• The amount of money spent on payments.

The document is local, i.e. internal document of the employer. The paper comes into force after the head of the enterprise signs the order on the approval of the staffing table (SR). The tax audit or labor inspectorate has the right to require this document. Its absence is a violation of labor protection legislation.

Any organization from the beginning of its activity is obliged to have certain regulations. Further, each new employee must be familiarized with the current documents of the enterprise. This should be done before signing the employment agreement.

The staffing table (form T-3) is formed at the enterprise either from the beginning of its activities, or from the beginning of the current year. The head approves the document by the appropriate order. The text of the order confirms the fact that the staffing table has come into force. After the paper has been signed by an authorized person, it is registered in the appropriate journal. This process is accompanied by the assignment of a registration number to the order. The exact period of storage of the order and the schedule is not regulated.

The order to change the staffing table cancels the previous document in order to subsequently approve a new one.

Validity - at the discretion of the order of the head: from a year or more. When changing the structure of the enterprise, it is more expedient to make changes to the SHR than to approve a new one. The employer signs an order to amend the SR, on the basis of which the necessary adjustments are made. If you plan to expand the staff, or vice versa, there has been a massive reduction, you should draw up a new T-3 form.

Form and content

The head has the right to independently develop a document form, taking into account the activities of the enterprise and its needs. Previously accepted forms of forms from January 2013 are not mandatory. Most employers do not know how to draw up a staffing table, and therefore use the unified form No. T-3 as a form. It is easy to fill out and contains all the necessary data. Form T-3 and the procedure for filling it out were approved by Decree No. 1 of the State Statistics Committee of the Russian Federation of 01/05/2004. This document should include the following:

1. list of structural divisions;
2. department code;
3. position, specialty, classification;
4. the number of staff units;
5. official salaries;
6. allowances;
7. wage fund.

Responsibility for filling out this form is assigned to personnel officers. In some cases, this task is performed by an accountant or the head of the enterprise. Based on the above personnel document, the employer has the right to develop a staffing arrangement. It is conducted electronically in excel and allows you to record data on the replacement of employees.

Filling rules

Without fail, the document indicates the full name of the organization in accordance with the constituent documents. Also, in addition to the date of drawing up the staffing, the date of its entry into force and the validity period are indicated. In the upper right corner, the number of staff units on the day the document was drawn up is indicated.

The first column indicates the structural divisions of the organization, starting with the head (administration). Further, in a free interpretation, without deviating from generally accepted concepts. This applies to commercial organizations. For state institutions, the difference in filling out the document is that they are required to follow the requirements of the all-Russian classifiers and other regulatory documents. In the future, this will allow retired workers to freely use the benefits they are entitled to. The subdivision code facilitates document management and is set by each organization independently.

With regard to positions in the SHR, the number of people employed in production - here each organization proceeds from personal needs and the profitability of the enterprise.

In the "tariff rate" column, all indicators are indicated in rubles. In the case when the amount of the salary does not have an exact value, possible boundaries are determined: from and to (15,000-20,000).

1. Prizes.
2. Surcharges.
3. Compensatory allowances.

The amount of the allowance is indicated in ruble terms, or as a percentage.

The next column summarizes the previous tariff figures and multiplies them by the number of staff positions. The resulting figure is the wage fund (ph) for the month.

The staffing of an individual entrepreneur does not differ from a similar document for an LLC or any other organization. According to the Labor Code of the Russian Federation, when concluding an employment contract, the employer is obliged to familiarize the potential employee with the “staff”. Many individual entrepreneurs are in no hurry to draw up this regulatory document. Failure to do so will result in a fine.

According to Art. 5.27 of the Code of Administrative Offenses, the amount of a fine for an official varies within 1,000 rubles. - 5,000 rubles. Organizations such a violation will cost from 30 to 50,000 rubles.

When and how to make changes

For minor changes, an amendment to the schedule is sufficient. Before a large-scale change in the SR is carried out, the employer must notify employees of the upcoming action two months in advance. Thus, the date of the order for the introduction of changes and the date of entry into force of the changes are different. The reason for the adjustment is the need:

• change the tariff rate;
• reduce staff;
• rename the position
• change the form of wages.

Since any changes affect the interests of employees, the employer automatically makes changes to employment contracts. You can download a sample order for changing the staffing table here.

Extract

According to Art. 62 of the Labor Code of the Russian Federation, an employee of any organization, as well as inspection bodies, can request an extract from the document by a written request. An extract from the SR is drawn up in accordance with all the rules and contains specific information. If the parent company has several divisions, then after compiling and approving the staff schedule, an extract is generated for them. The difference between the main document and the extract is that the latter is marked with the word “extract” before the name and reproduces only the necessary part of the document.

The staffing table is a document that fixes the number of staff members of an organization with the distribution of units by positions and structural divisions. The standard content of this document also includes information on official salaries, allowances and the monthly wage fund at the enterprise.

The schedule streamlines the personnel structure of the company, helps to plan labor costs, organize the work of the personnel service. If necessary, it serves as evidence of the legitimacy of the refusal of employment (the reason is the lack of free rates). But more often it is used to justify the legitimacy of layoffs in connection with a reduction in the number or staff units. In the event of claims from the downsized, the organization can protect its interests by presenting in court, the labor inspectorate, the staff list of employees. Based on this document, the employer confirms the impossibility of providing the dismissed employee with another position.

The procedure for the formation of staffing

The Federal State Statistics Service of the Russian Federation instructs enterprises of all forms of ownership to develop and accept a staffing table for personnel records management (Decree No. 1 of January 15, 2004). An employee who has this duty in the job description is developing and updating the staff structure. If necessary, the director may assign such a duty to a personnel officer or accountant, and also take this work upon himself (by order).

Usually, the staffing table is drawn up a year in advance, and from the moment it is approved by the director's order, it becomes a local normative act, on the basis of which personnel records management is built at the enterprise. Registration of new employees, internal transfers should be carried out in accordance with the units available in the staff. So, the names of positions and structural divisions in the employment contract, the order for hiring should be entered as they are recorded in the staffing table.

Adjustments are allowed in the stock as needed. If they are significant, management may decide to form a new schedule. With minor changes, as well as in their absence, there is no need to re-approve the document from the beginning of the next calendar year.

How to draw up a staffing table

For the design of the personnel structure, a unified form T-3 is provided, approved by Roskomstat (you can download the staffing form). The company has the right to develop its own form, but it must contain the required fields:

• name of structural divisions;
• list of positions in each department;
• the number of units opened in the state for each specialty;
• official salaries;
• salary supplements;
• the total number of staff units;
• payroll amount per month.

The document is dated twice: the date of compilation and approval (they may be the same). The period of validity of the staffing table is also indicated, for example, from January 1, 2015 to December 31, 2015, although it is not necessary to set an end date.

Consider the procedure for compiling the staffing table:

1. The name of the company in accordance with the registration documents.
2. Title of the document, dates of creation and signing.
3. Column No. 1 - the name of the units. Private firms can enter the list and names of structural departments at their own discretion. State-owned companies and enterprises with special working conditions should be guided by industry and all-Russian regulatory documents - classifiers and reference books. This requirement is due to the availability of benefits and guarantees for certain categories of workers. Names in the form T-3 are written in the nominative case.
4. Column No. 2 is a subdivision code that is assigned to each of the departments for the convenience of building a hierarchy and using digital designations in documents.
5. Column No. 3 - position (profession, rank) - based on the state classification OKPDTR. Positions are listed in descending order (from highest to lowest).
6. Column No. 4 - the number of staff units provided for each position is determined based on the needs of the organization. Partial rates may be indicated (0.5; 0.75).
7. Column No. 5 - salary or tariff rate established for a specific position, in rubles. It is permissible to indicate not a specific value, but a salary range for differentiating the remuneration of workers holding the same position, but having different qualifications.
8. Columns 6 - 8 are used to indicate salary increments, in rubles.
9. Column No. 9 - the total amount of the monthly payment for the position.
10. In column No. 10, information on the availability of vacant positions is entered as a note.

If the company does not use payroll based on salary, then the units used to calculate payments, for example, interest, fit into the “monetary” columns.

Additions (additional fields) can be made to the staffing form, but it is impossible to reduce the required columns in the unified form: unclaimed columns are simply not filled out.

"Staff" may consist of several sheets. In this case, the document is stapled, the sheets are numbered, and on the reverse side of the staple, an attestation is issued with the director's signature and seal. On the form itself, the seal of the organization is not needed, and the signatures of the head, chief accountant, heads of departments are affixed on the last sheet in the field provided for this. If necessary, responsible persons can sign on each page, then each of them must be supplemented with the appropriate line.

You can draw up a staffing table based on the sample presented on our website.

Making changes to the staffing table

As necessary, various changes can be made to the structure of the company: divisions are opened and abolished, new positions are introduced, salaries are increased, etc. All these changes must be recorded in the organization's staffing table. You can do this in two ways:

1. The formation and approval of a new "staff".
2. Creating an order to amend the document.

In the second case, the order must contain the reason for the adjustment:

• company reorganization;
• optimization of the personnel structure;
• expansion or reduction of production;
• changes in legislation, etc.

The change in the staffing table is followed by the introduction of new entries in the personnel documentation: work books of employees, personal cards (with the written consent of the staff).

In some cases, it is required to sign an additional agreement to the labor contract , for example, when changing the salary part of the salary. Employees are notified of such events 2 months in advance, and other changes in the staff list are communicated to the staff upon their approval.

Regular arrangement

For the operational management of personnel in many, especially large, enterprises, there is a document called “staffing” in circulation. This is the same staffing table, but drawn up in free form and containing the data necessary for the employer for the convenience of personnel work, for example:

• names of employees holding specific positions;
• salaries and allowances for each employee (a “plug” of salaries can be written in the staffing table, and this is specified in the arrangement);
• personnel numbers;
• work experience;
• important information about employees;
• availability of free rates and any other information required by the personnel service.

The staff list differs from the schedule in the dynamism of its content: changes are made to it in the current mode, without an order and approval by the head.

Learn how to create and approve an organization's schedule, and make the necessary changes to the document without breaking the law. Step-by-step instructions , recommendations for filling out the T-3 form and a completed sample are in the article.

In the article

Download a popular document on the topic. Look for the rest of the samples in the article!

Who develops the staffing table

The staffing of the enterprise reflects its structure, staffing, number of employees and salaries for all positions. It belongs to the number of conditionally mandatory regulatory documents: on the one hand, the Labor Code of the Russian Federation does not require a staffing table, on the other hand, there are strong arguments in favor of its registration.

Why staffing is needed

Based on the staffing table, the number of employees required by the organization to close positions and the size of the budget for staff maintenance are determined; confirmed the cost of production.

They also turn to him when assessing the work load of departments or individual employees, developing and clarifying job descriptions, and solving strategic personnel issues.

The formation of the staffing table is usually entrusted to a personnel officer or clerk, sometimes to the chief accountant.

Attention! Federal state institutions draw up a “stadt” without fail (see the regulation approved by Decree of the Government of the Russian Federation No. 583 of 08/05/2008), and regional ones - in accordance with the standards established by local authorities.

Read in "Personnel System":

• Staffing - 2019. Three tips from the Ministry of Labor on compiling

How to make a staffing table: step by step instructions

The staffing table contains information about the personnel structure of the organization, including vacancies. When developing a document, do not confuse it with the staffing, which, most often, reflects only the employed staff units indicating the full name, personnel numbers and other information about the specific employees who occupy them.

Follow the instructions:

Step 1. Choose a shape. You can use or develop your own form, supplemented and adapted to the needs of a particular company (Law No. 402-FZ of December 6, 2011, letter of the Ministry of Finance of Russia No. PZ-10/2012 of December 4, 2012).

Step 2. Specify structural divisions , including separate ones - branches and representative offices. Make sure that the document reflects all the services, departments, workshops, sections and other structural divisions available in the organization. What exactly should be taken into account as a separate unit is indicated in the decision of the Plenum of the Supreme Court of the Russian Federation No. 2 dated March 17, 2004.

Step 3. Determine the headcount. Consider industry and inter-sector labor standards, as well as the structure, scope and functions of the company. In order to determine the number of personnel based on current standards, a simple formula is used:

Step 4. Indicate job titles : they must correspond to the labor functions of employees (Article 57 of the Labor Code of the Russian Federation). If you indicate vacancies for which admission will be open after a few months or years, report them once a month to the employment service (see law No. 1032-1 of 04/19/1991).

Step 5. Specify the number of staff positions for each position. The number of staff positions does not have to be reflected in whole numbers. For example, you can provide 0.5, 0.7 staff units.

Step 6. Reflect the size of salaries (tariff rates) . The document indicates the monthly salary for each position, taking into account all the required allowances in ruble terms. Sometimes it is impossible to indicate a salary in rubles - for example, if an hourly tariff rate is set. In this case, the amount of the hourly rate is prescribed and in the "Notes" column it is necessary to indicate that the hourly tariff rate is set.

Step 7. Sign and approve the document. Verify the completed form with the signature of the person responsible for personnel records and the chief accountant, and then submit it for approval to the head of the organization.

Question from practice

How to write in official documents correctly: according to the "staffing" or "staffing"?

The correct option is according to the staffing table

After the preposition "according to" the word in the dative case is always put (answers questions to whom? why? ). The use of the genitive case, which, unfortunately, personnel officers and clerks often sin, in this case violates the norms of the Russian language.

★ In order to fill out the details of personnel documents according to the new GOST without errors , read the recommendations of the "Personnel System".

How to approve staffing

The document, certified by the signatures of the head of the personnel department and the chief accountant, is approved by the head of the company. Issue an order in any form, adhering to the requirements of GOST R 7.0.97-2016.

Order on approval of the staffing table (fragment)

The law does not require staff to be familiarized with the staffing table or the order for its approval. However, such a norm may be provided for by a collective agreement or by the company's internal rules (see letter from Rostrud No. PG / 4653-6-1 dated May 15, 2014).

To avoid confusion, write down the approval procedure in local acts: who signs the staffing table, whether a separate order is issued, who is delegated the right to sign if there is no responsible official, etc.

Read in the magazine " Personnel Business " :

What the staffing looks like: sample filling

The employer decides for himself what to take as a basis - or his own form.

In practice, it is the unified form that is more often used, since it contains all the necessary details, and the filling procedure is explained in detail in the Resolution of the State Statistics Committee No. 1 of 01/05/2004 and other recommendations approved by the authorized bodies.

Fill in the header first. Enter information about the company, registration number and date of preparation of the document, as well as indicate the period of its validity. Often, the "staff" is drawn up for a year, but you can set a different period or not limit the validity of the document. Then proceed to filling in the main part, designed in the form of a table.

Read in the magazine " Personnel Business " :

Fields to be completed

1. The name of the subdivision. There are no clear rules for listing departments, but taking into account established practice, they are indicated in order of subordination: first the administrative department, which includes the company's management, and then all the rest.

1. Department code. It also reflects the order of subordination: the management department is assigned the code 01, the accounting department - 02, and so on. If a large department includes smaller ones, the code may consist of numbers separated by a dot. For example, the financial department is indicated by the code 02, and the accounting and economic departments included in it are indicated by the codes 02.1 and 02.2, respectively.

1. Position (specialty, profession), rank or class (category), qualification. Indicated in the nominative case, without abbreviations and prefixes "acting" or "vrio".

The law does not prohibit the use of the Latin alphabet when entering positions in the staff list: an example is “HR manager”, “IT specialist”. But all entries in work books must be in Russian, as required by the rules approved by the Decree of the Government of the Russian Federation No. 225 of 04/16/2003. To ensure that the titles of positions in work books, contracts and staffing exactly match, use the wording "HR manager", "system administrator", etc. You can add the categories "junior", "leading", "main" and "senior" to them to reflect the scope and nature of the official authority.

Indicate the names of positions taking into account professional standards or qualification directories, if we are talking about work related to the provision of benefits or the presence of restrictions. The expert of the magazine "Personnel Business" will tell

1. The number of staff units. So that the GIT does not have claims against the employer, indicate the exact number of units for each position, and if you hire staff in excess of the norm, adjust the staffing table. Incomplete units indicate in fractions, for example, 0.5 or 0.75.

1. Tariff rate (salary). For hourly work, indicate the cost of one hour of work, and in column 10 write "hourly wages." If there is no fixed indicator, for example, wages are accrued according to a piece-rate or tariff-free system , put a dash, and in column 10 indicate which particular remuneration system the employer uses. It is not recommended to set the so-called salary bracket (from minimum to maximum). This is possible only on the condition that the difference in wages is due to differences in the ranks or qualifications of employees (Article 143 of the Labor Code of the Russian Federation), but the salary fork is likely to cause claims from the inspection authorities.

1. Allowances. For example, premiums for a scientific degree may be established. They are paid to scientific and pedagogical workers for a candidate's or doctoral degree. Or bonuses for working in harmful conditions. All permanent allowances must be reflected in the staffing table.

1. Final monthly payment. It is prescribed for each position and represents the amount of payments indicated in columns 5-8. If this indicator cannot be filled in, for example, in a situation where an hourly tariff rate is set or a piecework wage system is applied, the column remains blank.

1. Notes. This column contains the characteristics of the applied wage systems with references to the relevant regulations, legal grounds for the payment of regional bonuses and other clarifications.

Fill in the bottom, final row of the table last. It reflects the total number of staff positions and the size of the monthly payroll.

Staffing table (filling example)

How to make changes to the staffing table

Changing the staffing table is made in two ways. If the amendments are of a single nature, issue a written order to amend the document, if massive, approve the "staff" in the new edition. This can be done as needed (see Rostrud letter No. 428-6-1 dated 03/22/2012).

What should be included in the document

Reducing the number or staff of employees, disbanding or creating structural units, renaming positions, increasing salaries, abolishing bonuses and other significant changes should be reflected in the staffing table. But these personnel procedures require special registration.

Attention! Changes to the staffing table should be accompanied by a change in the employment contract every time working conditions are affected: the name of the position occupied by the employee, the procedure for calculating salaries, the size of the allowance.

What to do if you need to accept a newcomer for a position that is being changed

What if, during the timetable adjustment period, you need to hire a new employee for the position that is being changed? The situation is not easy.

If there are no other employees in the organization in this position, make changes as soon as possible and only then apply for the newcomer's employment. If other employees work in the same position, their rights and interests will have to be taken into account.

The employer has three options:

Option number 1 . Accept the newcomer to the current conditions and indicate in the employment contract that from a certain date the planned changes regarding working conditions or its payment will come into force. This does not contradict Article 72 of the Labor Code of the Russian Federation.

Option number 2 . Ask the applicant to wait until the changes in employment contracts with other employees and the new staffing table come into force.

Option number 3 . Do not make changes to existing positions, but introduce new ones in order to accept newcomers and transfer previously hired employees (not earlier than the end of the notice period for changing working conditions ) to newly created positions.

Approve the staffing table to document the structure and staffing of the organization. Use the unified T-3 form or design your own. When filling out, take into account the requirements of the current legislation: write down all amounts in rubles, do not set salary forks, include all positions in the staff list - including remote, home-based, part- time . If there are vacancies in the staff, do not forget to report them to the employment service.

The staffing table is a mandatory internal regulatory document of an organization containing data on its structure, the number of employees and the total payroll for the month.

Sample staffing in the form of T-3

Form of staffing in the form of T-3

Staffing: features of filling

In addition to the main functional information, the staff list lists the positions of employees, there is information about the salaries of the entire composition of the organization, the employee incentive system (various bonuses, allowances for overtime work, etc.), and the availability of vacancies.

Each enterprise has the right to develop its own staffing form, but taking into account all the necessary points, or use the unified form T-3, approved by the Decree of the State Statistics Committee of the Russian Federation No. 1 of January 5, 2004.

The staffing table may be required for verification by various supervisory and executive bodies: courts, labor inspectorate (checking the compliance of working conditions with the letter of the law), regional representatives of the Pension Fund (checking data on employees' insurance), tax (checking the application of tax benefits), so draw it up need to be accurate and correct.

The staffing table begins with the development of the structure of the enterprise and the order of the head to appoint a person responsible for filling out the T-3 form. This can be either an accounting officer, a secretary, an office manager, or an employee of the created personnel department, and even the head himself.

In addition, the order establishes the terms in which the staffing table must be drawn up, the terms for its coordination and approval.

How to draw up a staffing table

The date of drawing up the staffing table, the date of its approval (according to the order), the date from which the schedule begins to operate and the period of its validity must be indicated. As a general rule, the staffing table is drawn up for a period of one year.

The name of the organization must correspond to that specified in the Charter of the organization.

Entering the names of structural divisions (departments) in the staffing table - column 1, the positions of employees - column 3, especially if the employee is entitled to benefits or special conditions when working in this position, so as not to deprive him of these benefits, you should use the tariff and qualification reference books:

• All-Russian classifier of professions of workers, positions of employees and wage categories (OK 016-94);

  All-Russian classifier of occupations (OK 010-93);

  Qualification directory of positions of managers, specialists and other employees;

  unified tariff-qualification reference books of jobs and professions of workers by industry.

As a rule, this applies to municipal organizations and enterprises with "harmful" working conditions, while commercial organizations are free to enter almost any names of structural departments and positions into the staff list, guided only by common sense, traditional terminology and general definitions and concepts.

It makes sense to assign a structural unit code to each department: it can be used in the future when processing various business documents of the organization.

Salaries of employees, as well as allowances, other incentives, and the total amount of the monthly salary of the enterprise must be indicated in rubles.

• Salaries can be indicated not by a certain figure, but within certain amounts, for example, from 10,000 to 15,000 rubles. This is allowed for enterprises that are not required to strictly comply with the indicators of the Unified Tariff-Qualification Grid. This is usually done when the position of employees is called the same, but their qualifications, set of functions, work experience are different.

  The incentive system (columns 6-8) should contain information for what and in what units the employee receives an incentive, i.e. it can be calculated not only in rubles, but also in percentages, coefficients, etc.

  The total monthly amounts of payments for each position are indicated in column 9. At the bottom of the tabular part, a total is summed up and the entire salary fund of the organization for the month is indicated.

If any positions in the enterprise are vacant, an entry is made in column 10 "Notes".

The compiled staff list is coordinated with the heads of structural divisions (departments), and given to lawyers for verification. Then make adjustments, if any.

If the staffing table has no comments, it is endorsed by the signatures of the head of the personnel service (if any), the chief accountant, and approved by order of the head.

M.A. answered the questions. Kokurina, lawyer

Staffing: we solve emergency situations

Strictly speaking, according to the Qualification Directory of Positions, a labor economist should be involved in compiling the staffing table. The Qualification Directory of Positions, approved. Decree of the Ministry of Labor of 08.21.98 No. 37 . But it happens that there is no such position even in a large company. Therefore, the execution of this document is entrusted to both personnel officers and accountants. After all, it is these people who have information about the structural divisions of the company, the positions available in them and their status (employed / vacant), the number of staff positions and salaries for each position.

So, if the manager instructed you to draw up the staffing table or make changes to it, do not be alarmed. We have prepared for you a sample of filling out the staffing table in the "Document Management" section on. And here are the answers to some questions from our readers who have already taken up this matter.

Employees do not need to be familiarized with the staffing table

THEM. Pekareva, Novosibirsk

We don't have a staffing table. And one dissatisfied worker began to threaten that he would complain to the labor inspectorate, because he was not familiarized with this document when he was hired. Should we have done it?

: According to Rostrud, the staffing table is a local regulatory act (LNA), which fixes paragraph 1 of the Letter of Rostrud dated 03/22/2012 No. 428-6-1 :

• the existing division of labor between workers;
• terms of payment for their work.

The Labor Code of the Russian Federation obliges to acquaint the employee with those of the LNA that are "directly related to the work activity of the employee" Art. 68 of the Labor Code of the Russian Federation . Therefore, you are not required to show the staffing table to the employee if:

• there is his signature stating that before signing the employment contract, he was familiarized with both the job description and the LNA containing the rules for the formation of the amount of payment for his work (for example, this may be a provision on remuneration) Art. 68 of the Labor Code of the Russian Federation ;
• the amount of his salary, additional payments and allowances is indicated in the employment contract, art. 57 of the Labor Code of the Russian Federation .

The staff list is kept by the one who is responsible for it.

M.A. Markulov, Kazan

Is it correct that our staff list is kept by personnel officers? And how long do you need to store already inactive staffing tables?

: You can keep the staff list where it is convenient - no special requirements have been established by law. If, according to your workflow regulations, the personnel department is involved in making changes / additions to the staffing table, let it be stored there.

And it is necessary to store the schedule itself and orders that change it in the company constantly, that is, indefinitely about clause 71 of the List, approved. By order of the Ministry of Culture of August 25, 2010 No. 558 .

In the staffing table, you can enter positions that are temporarily replaced

I.T. Plekhanov, Podolsk

From time to time we need to hire a quality specialist. On the basis of a civil law contract, the specialist we need does not want to work. Can we introduce a temporary position into our staff list, for example, for 3-4 months, in order to accept it under an employment contract for this period?

: You can:

• <or> simply add such a position to the staff list and do not indicate in any way that it is temporary;
• <or> indicate in the staff list that the position is temporary or is replaced for a certain period. For example, you can indicate this in column 10 "Note" of Form No. T-3.

But keep in mind: even if in the staff list you indicate the temporary nature of the position, you cannot conclude a fixed-term employment contract only on the basis of this. If you hire a specialist for a while, in his employment contract you must indicate the reason for the "urgency" provided for by the Labor Code of the Russian Federation. Suppose he comes to perform temporary or seasonal work t Art. 59 of the Labor Code of the Russian Federation .

Choose the way to change the staffing

THAT. Lorkovic, Moscow

Can I raise salaries for several positions in one order and approve a new staffing table?

: Any changes to the staffing table are made by order of the head of the organization. There are no special rules. You can make such an order.

ORDER No. 13-5
on salary increases and staffing approval

I ORDER:

1. Establish from 01.04.2013 salaries for the positions:
- foreman of the production site - 35,000 rubles;
- assistant foreman of the production site - 28,000 rubles;
- technologist of the production site - 38,000 rubles.

2. Approve the new staffing table You can do it differently - indicate the following in the above order: “Introduce changes to the staffing table No. 2 of 01/31/2010 from 01/01/2013, taking into account the increase in salaries for the positions indicated in paragraph 1.”
But this option is only suitable if you rarely make changes to the staffing table. It is more convenient, of course, to approve a new version of the staffing table each time. It’s easier to see the current situation in the state than to look for innovations according to various orders with the heading “On making changes to the staffing table” No. 3 dated February 27, 2013 (attached) and put it into effect on April 1, 2013.

And do not forget, before the approval of the new staffing table, to conclude with employees who change salaries, additional agreements to employment contracts.

Only a vacant position can be deleted from the staff list

ETC. Yudin, Pyatigorsk

The head instructed me to remove from the staff list the position occupied by an employee who went on maternity leave, and then on parental leave. And I had some doubts, is it possible to do this at all?

EXPLAINING TO THE MANAGER

If a woman on parental leave wants to return to work before the child reaches the age of 3, she must be accepted, even if her position is deleted from the staff list.

: Your doubts are justified - as you say, it is possible to “remove a position” only if it is vacant. Otherwise, we are talking about downsizing.

When a woman goes on maternity leave/maternity leave until she reaches the age of 3, she retains her job. And it is impossible to reduce her position under any circumstances x articles 256, 261 of the Labor Code of the Russian Federation . This position is considered occupied, even if the duties for it are assigned to other employees.

Vacation pay needs to be indexed if the salaries of the entire state have increased

I.B. Lanina, auditor, Moscow

We are conducting an audit of a company where there is an order to change the staffing table in connection with the introduction of several new positions and an increase in salaries for old positions. How to calculate vacation pay correctly - taking into account the average salary of the employee, increased by the increase factor, or not?

: First of all, look at whether the salaries of all employees of the company, individual employees or an entire structural unit (department, workshop, section, territorially separate branch or representative office of the company ) have been increased. Depending on this, paragraph 16 of the Regulations, approved. Decree of the Government of December 24, 2007 No. 922 :

• <if> salaries were increased for all employees of one department or company without exception, then calculate the increase coefficient and increase earnings for it when calculating vacation pay;
• <if> salaries were increased for individual employees, then it is not necessary to calculate the increase coefficient and index average earnings to it to calculate vacation pay.

There may be vacancies in the staffing table

M.A. Pushkareva, Pushkin

Our personnel inspector quit, his duties were assigned to the accountant by order of the director. How can this be reflected in the staffing table? Is it possible to completely exclude the personnel department from the staff list?

: Can. But first, check with your manager if he is going to hire personnel officers in the future. If yes, then it is better not to touch the staff list, let there be a vacant position.

If it is no longer planned to hire personnel workers in the company, you can prepare for approval by the manager:

• <or> an order to change the staffing table in connection with the elimination of the personnel department;
• <or> an order to introduce a new version of the staffing table that does not contain personnel positions.

The full salary is included in the staffing table.

S.E. Khorosheva, St. Petersburg

We are hiring two deputy directors. But one is full-time, and the other is part-time. How to reflect this in staff units and what to write in the staffing column “Salary”: a whole salary for the position or half?

: In your situation, the staffing table can be filled in as follows:

Structural subdivision		Position (specialty, profession), rank, class (category), qualification	Number of staff units	Tariff rate, salary, rub.	Allowances, rub.			Total per month (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4	Note
Name	code
1	2	3	4	5	6	7	8	9	10
...
Administration	01	...	...	...	...	...	...	...	...
		Deputy General Director	1,5	20 000	-	-	-	30 000	-

Or like this:

the condition of payment in proportion to the hours worked.

There can be no different salaries for the same positions.

T.D. Pashkevich, Moscow

We are now recruiting a new employee for a vacant specialist position.
The director said that his salary would be higher than that of an employee who already works for us in the same position. But I doubt: is it possible to put two “specialist” positions with different salaries in the staff list?

: Impossible Letter of Rostrud dated 04/27/2011 No. 1111-6-1 . Usually, if a labor inspector discovers such discrepancies during an inspection, he fines for violating labor laws and issues an order to establish the same salaries for the same positions .

WE REMIND THE MANAGER

to set different salaries for people working in the same positions . If some employee wants to pay more than others in the same position, you can either rename his position or set him some kind of allowance.

Therefore, discuss with the manager the changes to the staffing table:

• <if> in your company, a local regulation (possibly a payment regulation) provides for any compensatory or incentive bonuses to salary, then write down the same salaries for these employees, and set bonuses for a higher-level specialist. See what suitable allowances are in the internal act of the company. For example, an allowance for knowledge of a foreign language, for professional skills, for performing especially important tasks, etc.;
• <if> your company does not have any salary increments, then write down different job titles in the staffing table. Let's say a specialist and a leading (senior, chief) specialist. And do not forget to prepare a separate job description of the leading specialist, if you do not have one.