Question: How to transfer an employee from his main job to a part-time job? For this purpose, is it possible to conclude an additional agreement to the employment contract, according to which, from a certain moment, the employee will be considered not the main one, but a part-time employee?

Reply from 03/13/2014:

Part-time work is the performance by an employee of other regular paid work on the terms employment contract in free time from main work (Article 282 of the Labor Code of the Russian Federation). At the same time, labor legislation does not provide for the direct transfer of an employee from his main job to a part-time job with the same employer.

In this regard, we believe that in this situation it is more expedient to formalize such a transfer through dismissal and subsequent hiring as an external part-time worker.

In our opinion, formalizing a “transfer” from main employees to part-time workers by changing the terms of the employment contract (Article 72 of the Labor Code of the Russian Federation), in our opinion, is not entirely correct.

Firstly, part-time work presupposes that the employee has a main place of work (Article 282 of the Labor Code of the Russian Federation). At the same time, in order to get a new main job, he will need to provide, in particular, his work book. And according to the rules, it will be possible to pick it up from the previous employer only on the day of dismissal (Part 4 of Article 84.1 of the Labor Code of the Russian Federation). Indeed, during the period of validity of the employment contract, it must be with the employer, who is responsible for its safety (clause 45 of the Rules for maintaining and storing work records, approved Resolution of the Government of Russia dated April 16, 2003 No. 225, hereinafter referred to as the Rules).

Secondly, even if you give the employee an original work book so that he provides it at the new main place of work, and at the same time do not terminate the contract with him, but simply make changes to it, then the previous employer will have no reason to certify with a signature and the seal of all entries made in the work book during the employee’s employment. After all, he must take appropriate actions only upon dismissal of an employee (clause 35 of the Rules). Consequently, if the employee does not resign, then the last block of records remains uncertified with a seal and signatures, which does not comply with the general rules for maintaining work records.

Thirdly, if for some reason the work book issued to the employee after his transfer to a part-time job (not through dismissal) is lost, then the corresponding official of the organization will be responsible for this (clause 45 of the Rules, letter from Rostrud dated 03/18/2008 No. 656-6-0).

So, an attempt to transfer an employee to a part-time position by signing an additional agreement changing the terms of the employment contract will lead to difficulties associated with maintaining work records. Therefore, in order to transfer the main employee to a part-time employee, it is necessary to terminate the employment contract with him in the manner provided for in Art. 77, 80 Labor Code of the Russian Federation. And then hire him as a part-time worker by signing a new contract.

For information on the documents required when applying for a part-time job and the procedure for registering a part-time job, see the article in the Personnel Officer's Handbook. Also, see the articles in this guide regarding dismissal.

You will need

• When transferring a part-time worker from one position to another:
• - employee statement;
• - transfer order;
• When transferring from a part-time job to your main job:
• - work book of a part-time worker with a record of dismissal from the main job;
• - application and order for employment;
• When transferring from your main job to a part-time job:
• - resignation letter and dismissal order;
• - an application, an order for employment and an employment contract with clauses on part-time work.

Instructions

The situation is more or less clear when, carried out according to part-time, becomes basic for a person. In this case, he must resign from his previous main job. And in the place where he previously worked part-time, an order is issued to hire him and an entry is made in the employment record in accordance with the general procedure. There are also situations when a person quits his main job, but wants to remain part-time in his parallel job. From a legal point of view, there are no obstacles to this. He continues to work part-time. But if his work record book also contains a record of part-time work, and he decides to leave this job without getting a job at another main one, he will have no record of it.

Sources:

• dismissal from part-time job

Tip 4: How to register a part-time job in your work book

Employees work two jobs, either in one organization or in two or more. Often a work book is issued only for their main job, and the second job is confirmed by an employment contract. In labor book It is also allowed to make entries about part-time work. This is stated in the Labor Code of the Russian Federation.

You will need

• document forms, part-time work book, company seal, pen

Instructions

When an employee works in two positions in one organization, he needs to write an application addressed to the first person of the company with a request to make an entry. The employee signs and dates the application. The director of the enterprise puts a resolution on the application. The content of the resolution should be as follows: “Make an entry in the labor book about work." The head of the organization puts his signature and date.

Since the organization rather drew up an employment contract and issued an order for part-time employment, the personnel officer entered the book about part-time work. Indicates the date of admission for a part-time job, the serial number of the entry, and the entry for a part-time job should follow the entry for the main job. The basis is an order for employment on a part-time basis. The personnel officer writes his position, signs it, and certifies the entry with the seal of the enterprise.

When an employee works part-time in two organizations, he needs to request from the enterprise where he works part-time a copy of the order for employment part-time in this organization, an extract from this order or an employment contract. But it would be most correct to request a part-time certificate on the company’s letterhead, where the personnel employee writes that the employee has actually been working in a certain position in this organization since a certain date. The certificate is signed by the company and certified by the seal of the enterprise.

At the main place of work, the personnel officer makes a record of part-time work in another organization after the record of the main job. The basis is a certificate from a part-time job. Moreover, it is pasted into the employee’s work record. The record of the seal of the enterprise from the main place of work is certified. The personnel officer also signs, gives a transcript of the signature and his position.

Tip 5: How to transfer an employee from one organization to another

The transfer of an employee is carried out from one organization to another to a similar position, both by decision of the employee himself and by agreement between enterprises. To do this, a specialist must be dismissed from one company by transfer, and hired in another organization by transfer.

You will need

• Forms of relevant documents, employee documents, documents of both organizations, seals of both companies, pen, Labor Code of the Russian Federation.

Instructions

If an employee decides to transfer to, he must write a letter of resignation by transfer to the name of the first person of the company. The employee puts his personal signature on it and the date it was written. If the employer agrees, the director puts a dated and signed resolution on the application. The head of another organization must write a letter of intent to hire this employee and send it to the address of the location of the enterprise where the employee currently works.

If organizations have agreed upon the transfer of this specialist, then they need to write an agreement signed by the heads of both companies and certified by the seals of the enterprises. Write a notice to the employee, indicating the working conditions. The employee puts a personal signature and date on this document, thereby familiarizing himself with it and giving his consent.

Draw up a dismissal order by transfer to another employer using Form T-8, to which you assign a number and date. In the administrative part, write the position held, last name, first name, patronymic of the dismissed employee, as well as the date of termination of the employment contract with him. Certify the document with the company seal. The director of the company has the right to sign the order, indicating his position, surname, and initials.

In the employee’s work book, enter the serial number of the entry and the date of dismissal in Arabic numerals. Enter in the information about the work, referring to paragraph 1 of part 1 of Article 77 Labor Code RF that the employee was dismissed by transfer to another employer. The basis for making the entry is the dismissal order; indicate its number and date. Certify the record with the seal of the enterprise, the signature of the person responsible for maintaining work books, indicating the position, surname, and initials.

Having received the work book in hand, the specialist writes an application addressed to the director of the company to which he is accepted by transfer. The manager, in turn, issues an order for employment, signed by him and certified by his seal. Conclude an employment contract with the employee. Moreover probation is not established for such an employee. It is accepted on a general basis. In the work book, in the job information, enter the name of the enterprise, the name of the position, the structural unit where the specialist was hired. Indicate the name of the organization from which this employee left through transfer.

Sources:

• How to transfer an employee from one organization to another
• How does a c a b translate?

Due to medical conditions and other reasons, the employer has the right to transfer the employee to another structural unit. Moreover, it must be located in the same area as the specialist’s current place of work, his labor function should not differ significantly from the duties performed in the position held.

You will need

• - employee documents;
• - documents of the enterprise;
• - seal of the organization;
• - Labor Code of the Russian Federation;
• - pen.

Instructions

The employee’s written consent to move to another place of work is not required, but the condition must be met that the rights and obligations specified in the employment contract with the employee do not change. To transfer a specialist to another job, the structural unit of the enterprise director should issue an appropriate order. The basis for its preparation is a memo from the head of the structural unit in which the specialist works. The document is sent to the first person of the company for consideration, who, if he agrees, puts a dated and signed resolution on it.

If the initiative to move to another place of work comes from the employee, he needs to write an application requesting a transfer to another position, structural unit, while the employee’s job function does not change. The specialist signs the document and marks it with the date it was written. The director also affixes the resolution to the application with a date and signature.

Draw up an order, in the header of which enter the full and abbreviated name of the enterprise, indicating its organizational and legal form. Assign the document a number and publication date, write the name of the city in which the organization is located. Indicate the subject of the order, which in this case corresponds to the movement of the employee. Describe the reason for drawing up the document, the reason for moving this employee to another place of work, structural unit. In the administrative part, enter the surname, first name, patronymic of the specialist, his personnel number, the name of the position held and the name of the position, structural unit where he is being moved. Certify the order with the seal of the organization and the signature of the director of the enterprise. Familiarize the employee with the document for signature.

There is no need to draw up an additional agreement to the employment contract, since the employee’s main job function has not changed. There is no need to make entries in the employee’s work book about movement. This is stated in Article 72 of the Labor Code of the Russian Federation.

Sources:

• Temporary employee transfer and relocation

Labor relations with a part-time worker are regulated by Article 282 of the Labor Code of the Russian Federation. A fixed-term or open-ended employment contract is concluded with both the main employee and the part-time employee, the head of the enterprise issues an order and, if the part-time employee wishes, an entry is made in the work book.

You will need

• - statement from the employee;
• - documents;
• - employment contract (or additional agreement);
• - order form T-1;
• - job responsibilities.

Instructions

If you are hiring an external part-time worker whose main job is at another company, ask the employee to write an application for part-time employment, present a passport, education documents, qualifications and other documents required by the specifics of the job. This could be a health record if your enterprise specializes in food products, a category if a part-time worker is applying for a corresponding position, access to machinery, etc.

The work book of a part-time worker is located at the main place of work, so you have the right to request only an extract from it, since this document is issued to employees only in case of dismissal. If a part-time worker wants an entry to be made in the employment record, then you are required to issue a certificate. The recording will be made in the personnel department at the main place of work (Article 66 of the Labor Code of the Russian Federation).

Conclude a fixed-term or open-ended employment contract with a part-time worker with the obligatory inclusion of a clause stating that the work is a combination of professions (Article 68 of the Labor Code of the Russian Federation).

Issue an order in the unified form T-1. The basis for issuing the order is the employment contract signed with the part-time worker.

Familiarize the employee with the internal regulations of your enterprise and job responsibilities.

When hiring an internal part-time worker, you do not need to request a package of documents to formalize the employment relationship. An entry for part-time employment must be made in your employee’s HR department, that is, it is not mandatory and is made at the request of the part-time worker.

Just as in the case of an external part-time worker, you are required to issue an order of form T-1 on the basis of an additional agreement or a separate employment contract.

Video on the topic

Sources:

• how to register a part-time employee in 2019

Tip 8: How to transfer an employee to a part-time job from his main place of work

If you have a main employee registered in accordance with labor legislation, and you would like to transfer him to a part-time employee, then you should carry out the procedure for dismissing him. After the employee gets another job as his main one, you can hire him on a part-time basis.

You will need

• - employee documents;
• - forms of relevant documents;
• - documents of the enterprise;
• - seal of the organization;
• - labor legislation.

Instructions

Upon dismissal main employee you should accept a statement from him. In it, the employee must register his request for dismissal due to at will. The application must contain the following information: personal data of the specialist, date of dismissal, name of the position, department in which the employee is registered. The document is signed by the employee and endorsed by the head of the enterprise to whom it is sent for review.

As a rule, the fact of dismissal should be documented. In this case, a dismissal order is mandatory. In it, write down the employee’s personal data, the name of the position he occupied and the service in which he worked. In the administrative part, indicate the date of dismissal. Conduct proper certification of the document and familiarize employee with him.

The accounting department must calculate all payments, due to the employee upon dismissal. Personnel employees should make a record of dismissal in the specialist’s work book and issue it on the last working day along with in cash for unused vacation, actual time worked.

When an employee registers for another company on a general basis, hire him for a part-time position. Carry out the acceptance procedure in accordance with labor laws governing the work of part-time workers.

Accept an application from the employee with a request to be hired for a part-time position, enter into an employment contract in which you state the conditions under which it is accepted. Please note that a part-time worker can only work during his free time from his main job. work time. The employer must pay for the performance of the official duties of such an employee so that his salary does not exceed 50% of the salary of specialists registered on a general basis.

Draw up an order for admission to the position and make a note about part-time employment. If an employee wishes to formalize the employment relationship in the work book, then you will not be able to do this, since making an entry for an additional position remains with the main employer.

Related article

Who pays sick leave for a part-time worker?

Sources:

• Is it possible to transfer an employee from his main job to a part-time job?

You can work part-time in one company for the same employer or combine your main job with part-time work for another employer (Chapter 44 of the Labor Code of the Russian Federation). If an employee wants to switch to a permanent employment relationship at the place of part-time employment, then it can be arranged at the discretion of the employer (Article 72 of the Labor Code of the Russian Federation).

You will need

• - employee passport;
• - statement from the employee;
• - work book;
• - document on education (other documents required by the specifics of the job);
• - additional agreement (employment contract);
• - order;
• - job descriptions.

Instructions

The law does not provide clear explanations about the re-registration of employment relationships with part-time workers, so you can choose from three options - a new one from a permanent place of work, a transfer from one organization to another by agreement, or draw up an additional agreement to the contract.

If you decide to apply a new employment relationship, then the part-time worker must leave the place of work, and also write a letter of resignation from the part-time job. Make a full payment to him for part-time work, issue a dismissal order. Next, carry out the usual formalization of employment relations, as with any newly hired employee. Receive a job application, work record, education document, and other documents required by the specifics of the job. Draw up an employment contract, order, review it again hired employee with job responsibilities, make an entry in the work book and personal card.

To formalize by transfer, agree with his employer, for whom he constantly works, about the transfer. The employee will make an entry in the work book about the transfer, you will conclude an employment contract with him, issue an order in which you indicate that the previous contract has become invalid, as well as the day, month and year when the employee starts working on a permanent basis. Familiarize him with the job descriptions, make an entry in the work book and personal card.

To register a part-time worker by means of an additional agreement to the employment contract, draw up an agreement, indicate that the employment contract is for an indefinite period, the amount of salary that will be remuneration for the work, and other conditions. Issue an order, make an entry in the work book and personal card that the transfer has been made on a permanent basis. Most often, such relationships are concluded with internal part-time workers.

Video on the topic

On constant basis transfer employees who worked under a temporary employment contract or part-time. To formalize a permanent employment relationship, you need to reissue a number of documents and renew the employment contract. A temporary employee does not need to resign. All documents are prepared by translation.

You will need

• -statement from an employee
• -order
• -indefinite employment contract
• -job description
• - entry in the work book about transfer to a permanent basis

Instructions

To formalize a permanent, open-ended employment relationship, the employee must submit an application for transfer to work. The application must be written before the end of temporary work or immediately after its end, so that there is no interruption and the required work is maintained. annual leave. In the application you must indicate all the details of the company, your full name, position, number and signature.

Based on the application, the employer issues an order indicating that the temporary work order has lost force and the employee has been transferred to constant work and is marked with what date, month and year to be performed on constant work.

The employee is familiarized with all the documents drawn up against signature. The following serial number is entered in the labor report and a record is made that the employee has been transferred from temporary work to constant position, order number, and on what date it was issued.

Everything else is done in the manner indicated above. The employee writes an application, an order is issued, a job description is drawn up and an entry is made in the work book about the employee’s transfer to constant basis.

Tip 11: How to transfer part-time workers to permanent place work

In order to transfer an employee working part-time to a permanent place of work, it is necessary to formalize dismissal from both the main place of work and the part-time job. Then hire the employee for the position on a general basis in accordance with labor legislation as the main place of work.

The employee agreed with the director that his main job would become a part-time job for him. Now everything needs to be arranged correctly. However, the HR specialist is at a loss as to how to formalize the transition from the main place of work to a part-time job correctly? Is it possible to arrange a transfer or is this situation formalized through dismissal with subsequent admission? Our experts will answer all questions that HR officers may have.

Translation is not possible

Let us say right away that the Labor Code does not provide for the transfer of the main employee to a part-time position. Therefore, the transition from the main job to a part-time job within the organization is illegal.

Part-time work is a phenomenon when an employee, in his free time from his main job, works under a separate employment contract. At external part-time job The employee’s employers are different, while with internal part-time work there is only one employer. It is important to understand that part-time work is necessarily work under a separate employment contract. Civil relations with organizations and individual entrepreneurs are not part-time jobs.

By general rule a part-time worker cannot work more than four hours a day. Only when he is free from his main job can he devote a whole working day to part-time work. However, in any case, at the end of the accounting period, the time worked by a part-time worker cannot exceed half of the working time for the accounting period for this category of employees.

Dismissal followed by hiring

Since a direct transfer from the main job to a part-time job is impossible, there is only one option left: dismissal from the main job and subsequent hiring of a part-time job. In step-by-step form it will look like this:

• dismissal from the organization;
• employment at the main place of work with another employer;
• hiring as a part-time worker under a new employment contract.

In order to record the agreement reached on the transition to part-time work and avoid unpleasant surprises, it is better to formalize the dismissal of the employee by agreement of the parties, and not at his own request. In this case, the text of the agreement can provide for the organization’s obligation to accept the resigning employee for a part-time job.

You will need

• - employment contract or additional agreement;
• - application from a part-time worker;
• - work book;
• - documents on education;
• - order.

Instructions

If an employee works in your organization and is an internal part-time worker, then you can draw up an additional agreement to the contract, indicating in it all the changed clauses of the main contract, new working conditions and remuneration.

The second option is to formalize the dismissal and conclude an agreement on new labor relations. If you are registering an internal employee by way of dismissal, then make a full settlement with the employee, make an entry in the employment record book about the dismissal, receive an application for employment, enter into a new employment contract, issue a dismissal order and then an employment order, make an entry in the employment record book.

If external, that is, your enterprise for an employee is only a job, and the main work takes place in another organization, then you can agree on the main place of work of the part-time worker and arrange employment through transfer. Or the part-time worker is obliged to resign from his main place of work of his own free will, bring you a work record book, educational documents, resign from your company where he worked, and submit an application for employment to you.

To register a part-time worker by transfer by agreement of the employers, issue an order indicating that the employee has been transferred to permanent job. Also indicate that the order is about. When transferring an external part-time worker, you have the right to draw up an additional agreement on permanent and open-ended employment relations to the contract. When transferring an employee from one employer to another another vacation it is retained and you will pay for it.

Part-time work is one of the forms of labor relations between an employee and an employer. It can be internal and external. When a part-time worker needs to be transferred to a permanent basis, this can be done through transfer or dismissal. The law does not provide clear explanations on this matter. For internal part-time jobs, it would be most correct to formalize this procedure through a transfer, for external jobs – through dismissal.

You will need

• - employee documents;
• - labor legislation;
• - documents of enterprises;
• - seals of organizations;
• - personnel documents;
• - payslips.

Instructions

When an employee works in two positions in one company, this is called internal part-time job. When a second job becomes permanent, the employee should write a statement addressed to the director of the company. In it, he needs to express his request for a transfer from a part-time position to the main position.

The application is the basis for making changes to the terms of the employment contract with a part-time worker. This can be done using an additional agreement. It states what is now the main job. The employee's salary must be set in accordance with staffing table. A permanent employee has the right to receive full salary.

Draw up an order in the T-8 form. Indicate the fact of the translation part-time worker on constant basis. In this case, be guided by Article 66 of the Labor Code of the Russian Federation. Write down a list of the terms and conditions of the employment relationship that have changed. Write down the employee’s personal information and familiarize him with the order. Certify the document with the seal of the company and the signature of an authorized person.

Companies are faced with a situation where it is necessary to transfer an employee who simultaneously performs several official duties to a permanent position.

Consequently, the question arises: is it possible to transfer a part-time worker to the main place of work and is it worth terminating the old employment contract and concluding a new one?

What you need to know

An automatic transition from a part-time job to a permanent job cannot be made by terminating the contract with the previous employer.

Since the agreement on part-time work and on the main place of work contains different conditions.

Amendments to the contract are possible by agreement of both parties ().

To do this, the parties to the agreement must formalize in writing relevant additions to the existing agreement.

The new document will serve as confirmation that the job, which was previously additional income, has become the main place of work for the employee.

Basic Concepts

It arises when an employee has an employment relationship with one employer, and in free time performs other paid work. These relations are secured by the relevant agreement.

The document must contain information that additional responsibilities do not relate to the main activity ().

Part-time work happens:

Principles of part-time work

The legislation refers to a separate working category persons who work part-time. A personal booklet with information about the employment of such an employee is located at the place of main work.

Characteristics of part-time work:

1. A person has a main place of income.
2. An additional agreement is concluded with your or another employer. It specifies the necessary conditions.
3. A person performs part-time work when he is free from his main job responsibilities.
4. Additional work is regularly paid.
5. Information about earnings in addition to the main place of activity is entered into the work book.
6. Re-registration of relations is carried out with the consent of the worker (). It is worth noting that this issue is not fully regulated by current legislation.

Regulatory framework

Then the corresponding entries are made in the personal documents of the new employee. Employers try, if possible, not to use this registration technique.

Since, when dismissing a part-time worker, it is necessary to make monetary compensation in time unused vacation ().

The problem also arises when a person has already used the allotted days of rest, but the current year has not yet ended.

If the employment agreement is terminated, then an appropriate deduction must be made ().

Accrued wages may not be sufficient to complete this transaction. This method is also disadvantageous for workers.

There are three reasons:

• they will receive the next right only after six months from the date of commencement of new duties;
• the leader will install;
• there will be difficulties with counting continuous experience.

However, there are people who support this method of formalizing labor relations. Their argument differs from the main work in the nature of legal relations.

The first is regulated by a special program, which is set out in Chapter 44 of the Labor Code of the Russian Federation. When choosing a different direction in labor relations, it is better to use.

Translation

Some organizations resort to the translation method, guided by.

Stages of the procedure:

1. The worker presents the new manager with a work book, which contains a note of dismissal from his previous place. Then he serves.
2. The boss publishes.
3. An appropriate mark () is made in the personal card, personal documents on the person’s employment.

Disadvantages of this method:

1. First, the worker writes a statement that contains agreement with the transfer. Then an order is issued to change the place of work. But since the person continues to hold his position, there is no reason to commit such actions. A transfer implies a complete change of place of work (Article 72.1 of the Labor Code of the Russian Federation). All things considered, only the type of employment agreement changes.
2. Standard forms of orders to change the place of business do not have a column to reflect the relevant data (). All information about the person will be duplicated. As a result, the meaning of using translation is lost.
3. Data about part-time work is entered into the personal record book at the request of the worker (). However, such a mark may not stand. Therefore, it is not possible to record the transfer.
4. When applying for a pension benefit, such a person will encounter certain difficulties. It will be difficult to recalculate continuous experience. You will need a clarifying certificate giving an idea of ​​the operating conditions.

Addendum to a previously concluded employment agreement

The changes concern some clauses of the part-time agreement. Changes:

• worker status;
• length of time spent at work;
• wages.

The worker is required to submit the following documents:

• personal document with employment records;
• data on wages for the previous year or two;
• document confirming the right to .

Sequence of actions:

1. A person draws up a written application with a request to replace the status “part-time” with “main” in the documents. Since dismissal from the previous main place of work was recorded.
2. If the manager and employee have reached an agreement on the nature of the activity, an addendum () is drawn up and signed.
3. The manager issues an order to hire the employee for permanent employment.
4. The work book is updated with a special entry: “Part-time activities have been terminated, accepted as a permanent employee.” However, the Labor Code of the Russian Federation does not provide for the possibility of making such an entry. This document may contain information only about the conclusion of agreements.

This option of re-registration of relations creates additional problems. When calculating continuous service, many are refused a pension.

Sometimes even a legal dispute arises. It is much easier to change agreements within one enterprise.

There is simply a change in the type of activity (). Therefore, it is not always necessary to draw up orders and additions to.

Formation of an application

An application for transfer of an external part-time worker to the main job is drawn up in any form. It should not contain blots or errors.

The document contains a respectful address. The following design sequence is used for the header:

1. Recipient's job title.
2. Full name in dative case.
3. The applicant's position in lower case. Genitive. “From” is not written, but is implied.
4. Full name of the employee.

Below in the center is written “Statement” with a capital letter. Since this is the beginning of the document, there is no period.

Below on one line. On the left side is the date of application. On the right side there is a personal signature and its transcript.

Director's transfer

The most acceptable option would be to terminate the contract for part-time work and conclude a new one.
document as with a permanent employee.

The basis for such actions is the same as for an ordinary employee.

Recording in labor

The Labor Code and instructions for filling out work books do not provide clear instructions for entering changed data. However, this mark must be there.

The length of working hours depends on it. This affects the guarantees, benefits and compensation due to the employee.

A person’s personal document sometimes contains a record of part-time activities made by the previous manager.

In this case, after information about dismissal from the former main place, the “Job Information” section is filled out:

1. Column 3 must contain the abbreviated and full name of the new organization.
2. The second section contains the serial number of the entry.
3. The date of dismissal as a part-time worker on the basis of the order is indicated next to it.
4. Next, there is a link to the corresponding section of the Labor Code of the Russian Federation.
5. In column 4, write “Order”, date and number.

This entry is not certified by the signatures of the responsible persons, since a mark on admission to permanent employment is then made.

If a record of part-time work has not previously been made in the labor record, then a record of the person’s entry into the position is simply made.

Nuances of design in 1C

Program 1C ZUP 8 will require the following actions:

But with this method, a situation may arise when an employee is registered twice under different personnel numbers.

Also, the “Type of employment” attribute is not periodic, so postings may fly.

The current legislation of Russia does not provide clear instructions on how to properly arrange the transfer of a part-time worker to the main place of work.

Therefore everything government bodies have their own opinion on this matter. Each manager and worker chooses the solution that suits them.