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Rules for applying for a job

Documentary registration of employment is carried out in accordance with the requirements of the Labor Code of the Russian Federation.

The preparation of forms and the implementation of the step-by-step procedure provide the employer and employee with the legal basis for cooperation and respect for the legal rights of the parties.

What legislation governs this procedure?

The employment procedure and document requirements are regulated by Ch. 10 and 11 of the Labor Code of the Russian Federation.

The provisions of the Labor Code of the Russian Federation established:

The form and conditions of registration of the employee.
Order.
Contract time.
Conclusion Requirements.
Conditions and other requirements.

Legislative norms take into account the parties, various categories of persons and determine the procedure for document flow during employment.

Steps before hiring an employee

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Passing an interview, competition

Passing an interview is a crucial stage of employment. During the conversation, each of the parties determines the possibility of cooperation.

At interviewing the representative of the enterprise and the applicant discuss the following topics:

Working conditions, duties, companies.
Requirements for education and experience of the employee.
The procedure for the formation of remuneration and the timing of payments.

At the preliminary stage, you can adjust the schedule, scope of work, additional conditions and the frequency of the increase.

Employment can be carried out in the order of the competition (Article 16 of the Labor Code of the Russian Federation). In commercial organizations, the need arises when there are candidates for employment with equal opportunities. A number of employers arrange a competitive recruitment to raise the prestige of the position.

The conditions are set by the employer and are the same for all participants.

In state structures, holding a competition is often a condition for appointment to a position. An employee accepted for a position in the manner of competitive recruitment is released from the probationary period.

Passage of honey. inspection

The organization of medical examinations when hiring an employee lies with the employer. Payment for primary and periodic medical examinations is carried out at the expense of the enterprise (Article 212 of the Labor Code of the Russian Federation).

There is a list of professions and positions, for which employees are not allowed to perform duties without a medical examination and a medical book.

V list of areas of work Mandatory medical examinations include employees:

The list of professions is determined by legislative acts and orders of the Ministry of Health and Social Development.

Persons under the age of 18 are subject to a mandatory medical examination (Article 266 of the Labor Code of the Russian Federation). The purpose of medical examinations of minors is to determine the ability of a teenager to perform duties without harm to health.

Reception of employees on the lists of mandatory medical examinations without undergoing a health check is prohibited.

Notification of the employer about all the necessary information

Before the conclusion of the contract the applicant must notify the employer about information relating to personal data, health status, which does not allow performing certain types of work.

Employer should have intelligence:

On the composition of a person's family. In the presence of young children under 14 years of age, disabled children, sick relatives, whose condition is confirmed by a certificate, employees cannot be involved in business trips and work in excess of the established time limits.
Having a disability. Persons must be subject to special conditions of work, rest, working hours. Rehabilitation procedures should be developed at the enterprise for disabled people. When hiding data, an employee with disabilities may be hired for a position that has restrictions on the use of the labor of people with disabilities. When the true state of health is revealed, the employee is transferred to work corresponding to health, or should be me.
About pregnancy. Employees in the period of expectation of a child are not subject to dismissal, appointment of a probationary period and are not registered for a number of positions with night shifts or special working conditions.
On the passage of an employee training at a university with a distraction from duties for the period of passing the session.

Special design, document flow and reporting on deductions are accepted in relation to citizens foreign nationality and stateless persons(stateless persons). Information about citizenship must be provided to the employer without fail.

Collection of required documentation

After reaching agreement on the conclusion of the contract, the date of commencement of the performance of duties is determined.

By the time of admission to work, a person is obliged to collect and provide:

The personnel officer makes copies of the documents, the originals are returned to the person. An exception is the work book, which must be kept by the employer for the entire period of employment.

How to fill out personnel documents correctly is described in the following video story:

Step by step procedure for applying for a job

Acceptance of a statement from an employee

The document is drawn up in 2 copies and kept by each of the parties. On the copy of the employer (at the bottom or on the reverse side of the last sheet), the employee makes a note of receipt. The text of any form is certified by the signature of the person.

The fact of employment of an employee is documented in the T-1 form, drawn up on the basis of an agreement. Orders of the enterprise are maintained in chronological order with the annual update of the numbering order. The numbering is assigned after registration in the journal or using service programs. There is no obligation to keep a log, but can be established by local acts.

Orders related to admission, transfer, dismissal and other working conditions are maintained separately.

To identify the numbering and ease of systematization, personnel orders are often assigned the index "K" (for example, No. 15 / K). The need for separate accounting is based on the need to store them for 75 years after publication.

Personnel order contains information:

The order is signed by the head and the hired person. Signatures are decrypted. The publication of the order (familiarization under the signature) is carried out within 3 days from the date of employment (Article 68 of the Labor Code of the Russian Federation). At the request of the employee, a copy of the order is given to him in his hands.

Making an entry in the workbook

A job entry is entered in the work book. In case of part-time admission, an entry is made only on the basis of a written request from the employee. The employer of the main place of employment has the right to fill out work books.

The employee of the first place of employment does not have a work book. The document is opened by the employer.

The person receives the carnet for a fee equal to the amount acquired by the enterprise. After making a record of employment, data on the work book are entered in the register. The transfer of the book for storage is certified by a personnel employee, the signature of the employee is not required.

Registration of a personal card

An employee's personal card is a document consolidating the employee's personal data, a procedure for registering labor activity.

The document is applied. The employee can get acquainted with the credentials and certify the information with a signature. A person must familiarize himself with records of transfer, changes in working conditions, dismissal without fail.

Entering data into the time sheet

The data sheet is the basis for payroll. carries information about hours worked, absence due to illness, vacation and other reasons. Accounting for working time is carried out according to the encoding adopted for the document.

For each employee, a separate line of data is maintained indicating the personnel number, full name, position. The data sheet is closed 2 times a month to calculate the advance payment and the final amount of wages.

Additional steps for applying for a job

Making a personal file for an employee commercial organization is not a prerequisite for the workflow. The collection and maintenance of personal information can be established by internal document management with the appointment of a person responsible for recording information. The composition of the credentials is determined by the employer.

Keeping personal files of employees is mandatory for government agencies. The opening of a case is carried out at the stage of checking a person for compliance with the position. Unlike T-2 personal card data, personal file information is closed for access and is used only for official purposes.

The employer is responsible upon notification of government authorities:

Previous place of employment when hiring a former civil servant within 2 years after dismissal (Article 64.1 of the Labor Code of the Russian Federation). The list of positions is established by law. Notification is made in any form within ten days after employment.
Military commissariats when hiring persons subject to military registration. The notification is made in any form, indicating the data of the person.

Previously, employers issued medical policies for employees. Currently, the obligation has been removed from employers and shifted to the workers themselves.

Step-by-step instructions for hiring employees are presented in the following video lesson: