Sample order for moving to a new office. Relocation of the employer. Do I need to draw up additional agreements? Office relocation order

At the initiative of the employee or due to peculiarities production process rest period may vary. The basis for personnel changes is the order to postpone the vacation date.

Dear Readers! The article talks about typical solutions legal issues but each case is different. If you want to know how solve your problem- contact a consultant:

APPLICATIONS AND CALLS ARE ACCEPTED 24/7 and WITHOUT DAYS.

It's fast and IS FREE!

An internal document is drawn up 14 days before the start of vacation time with the obligatory notification of the subordinate.

The norms of the Labor Code of the Russian Federation

To understand the essence of the document, we attach a visual sample:

You can download a form suitable for all types of businesses below.

Where is the order registered?

Registration of a document is carried out in the manner prescribed for a particular enterprise. The entry is made in the register of internal acts.

Terms and place of storage

Orders are stored in the archive for 5 years. They are assigned registration number with a corresponding entry in the journal.

Access to the document is available to the employee who was transferred to leave, the archivist, auditors and management.

Changes to HR documents

The order to postpone the vacation time is accompanied by adjustments to the vacation schedule.

For this operation, two columns are allocated in the T-7 form:

No. 8 - grounds for changing the date of rest;
No. 9 - the date to which the vacation days were transferred.

Changes are also displayed in the timesheet when the employee goes on vacation.

Familiarization procedure

The employee is sent a notification in any form. Its personnel specialist draws up on his own or can download the form presented below:

The final consent to the postponement of vacation is the signature of the person.

Grounds for refusal by employer and employee

The main reason for the refusal to postpone the leave by the employer is production necessity.

The subordinate is allowed to use the wording “I have read but disagree”, indicating the grounds for refusal.

The postponement of the date of the vacation period is a normal phenomenon in the company. Its reasons are unforeseen situations and the impossibility of solving production problems by other employees.

When there is conflict situations the employee is advised to contact the union or the Labor Dispute Resolution Commission.

Questions and answers

Is it possible to postpone if the rest is not on schedule?

The employer may refuse to rest if the reason for the transfer is not valid, and the subordinate has worked in the company for less than 6 months.

Exceptions exist for honorary donors of Russia, part-time employees and men in case maternity leave spouses.

What if the days have already been paid?

Transfer is allowed based on.

The subordinate returns the paid money to the cashier, uses it as or writes a statement with a request to deduct funds from wages.

How many days before the rest is it necessary to issue an order?

The document is drawn up no earlier than 2 weeks before the start of the vacation. However, the employer can postpone the vacation by 1 calendar year(730 days), about which an order is also issued.

What orders does the document refer to?

The document is an internal non-standardized act of the enterprise. It is subject to labor and tax laws.

Attention!

Due to frequent changes in legislation, information sometimes becomes outdated faster than we can update it on the site.

New page 1

Defining goals

Goal setting is the responsibility of the head of the organization or department that is moving. It should be noted that each company has its own initial conditions for moving, and in no case should you skip the stage of setting a goal, because if you do not think over the requirements for the criteria for the successful implementation of the move from the very beginning, overlaps are simply inevitable.

Appointment of a project manager

The solution to this issue depends to a large extent on the size of the company. If the company is small, then the secretary will cope with such a task very well, if it is medium, then it is better to appoint an office manager to the role of the project manager, and if the company is large, the head of the administrative department. In our article, we will focus on organizing the move on our own, which is possible in small companies. If the company is large and moves, for example, an entire building, then it is much more profitable to invite a specialized company to organize the move for cooperation, which will resolve all organizational issues by itself.

The appointment of the project manager must be documented - issue a corresponding order , in which to designate the goals of the move, appoint a project manager, instruct him to develop a plan and cost estimate for the move. This will give the project the appropriate importance and will avoid many issues in the future.

Determining the stages of project implementation

Most often, the move includes the following stages:

1. Moving preparation

- organizational and preparatory work;

Fees.

2. Preparation of the new premises.

3. Moving day.

4. Arrangement in a new place.

Checkpoints are assigned in order to accurately determine whether a particular stage has been completed and how successfully it has been done.

For example, for the stage "Organizational and preparatory work", the checkpoints will be the presence of an exact plan, which defines who and what is doing, the performers' knowledge of their tasks, the availability of the necessary packaging material, a list of all items that are being transported, the car ordered for the move and workers.

For each stage, it is necessary to highlight the most important control points. For example, if there is no connection at a new place, then it will be impossible to work, therefore one of the important reference points in the stage "Preparing a new room" will be the presence of a working telephone connection.

Determining the timing of the implementation of each stage, drawing up a network work schedule

The starting point for scheduling the project is the date of the move. As a rule, it is assigned in advance, and then all other dates are calculated.It should be borne in mind that the preparatory work, depending on the size of the company, takes from 2 weeks to 1.5-2 months. It is simply impossible to prepare the move in three days. Therefore, when negotiating with the future landlord about the timing of moving into the premises, you need to immediately agree on the terms you need to prepare. For a medium-sized company (30-50 people), it is better to lay at least 1 month for preparatory work. The timing of the move will also significantly affect the state of the new premises: if, for example, it requires repair or special equipment, then all terms will be determined taking into account the readiness of the new premises.

There may be one moving day, and if there is such an opportunity, then, of course, it is better to move in one day. But the situation may turn out in such a way that it will not be possible to move in one day. Then two or three days of moving are appointed. It is unreasonable to delay the move for more than three days, this will significantly increase your costs, it is better to plan everything in advance and meet the minimum deadlines. Delaying the move (when the company has the ability to move gradually) is a huge amount of wasted time. Work during the move is simply paralyzed, so it is better to spend more time preparing (after all, not all employees are engaged in it), but move as quickly as possible.

Moving cost estimate

In fact, already when drawing up a plan, it becomes clear which points will require additional costs, and this can be immediately indicated in a note to make it easier for yourself to work. Budgeting is necessary in order to have an idea in advance about the cost of the project and the upcoming costs. And also in order to try to minimize costs already at the planning stage. After all, if you order everything in advance, then you have the opportunity to choose cheaper options, and if you do something in an emergency, then the choice is limited and you have to agree to the terms of those who are ready to do everything urgently.

Obviously, the most important thing in organizing a move is careful planning. If everything is well thought out, plans and schedules are drawn up, all employees know their tasks and functions, the manager exercises current control in accordance with certain reference points, then moving from a natural disaster, as they usually treat it, turns into an ordinary project, the success of which depends on how competent the planning and leadership will be.

Since its inception, our organization has been located in a rented office space. The contract was extended for several years in a row. In the summer of this year, management found a new office space and entered into another lease agreement, on more favorable terms. In connection with the move, we had a question: is it necessary to notify employees about the change in the actual address of the employer and amend labor contracts with employees?

To answer your question, it is necessary to consider situations that may arise in practice.

Situation 1. The address of the organization is not indicated in the employment contracts of the employees.

The place of work is one of the main conditions of the labor agreement between the employee and the employer, without which it is impossible to imagine their further relationship. For this reason, Art. 57 Labor Code RF (hereinafter referred to as the Labor Code of the Russian Federation) the place of work enters into the list of mandatory conditions of the employment contract.

Place of work means a specific organization - a legal entity that has its own name and territorial location (location) (for example: “Place of work: Company with limited liability"Textile worker", Samara "). If the work is carried out in a branch, representative office or other separate structural unit of the organization located in another locality, this must be indicated.

It is not required that the specific address of the employer's location (office address) be fixed in the employment contract as a prerequisite. Article 57 of the Labor Code of the Russian Federation stipulates that the specification of the place of work and (or) the workplace may be provided for in the employment contract, but already as an additional condition.

YOU MUST KNOW IT

Workplace- the place where the employee must be or where he needs to arrive in connection with his work and which is directly or indirectly under the control of the employer (part 6 of article 209 of the Labor Code of the Russian Federation)

The absence in the employment contract of such a condition as the actual address gives the organization "mobility". It turns out that a change in the location of an organization within the same locality does not entail a change in the terms of the employment contract.

Situation 2. The address of the organization is indicated in the employment contracts.

The situation is completely different if in the text of the employment contract the parties in accordance with Part 4 of Art. 57 of the Labor Code of the Russian Federation specified the place of work (for example: “Place of work: Limited Liability Company“ Tekstilshchik ”, Samara, Volskaya st., 112”). This clarification entails certain legal consequences.

EXAMPLE

Office financial company was located on the second floor of a high-rise building. At the request of the accountant in her labor contract the condition was made that its workplace located on the second floor. Two years later, the director of the organization decided to "move" to the 24th floor of the same building. The panoramic view of the city from the office windows, in the opinion of the management, should have increased the image of the organization and the efficiency of work. However, such a move did not suit that very accountant in any way. The fact is that the employee was afraid of heights. Difficulties arose with the execution of an additional agreement to the employment contract of the accountant, since the manager did not even assume that someone might disagree. It was impossible to rent the old place for the sake of one employee. As a result, everything worked out quite well for both the employee and the employer: a dismissal order was issued by agreement of the parties.

If an employee wants to clarify the place of work or workplace, then this is often due to objective reasons. An employer who agrees with such wishes should subsequently take this into account.

Change the condition of the employment contract on a specific place of work (workplace) of the employee according to general rule by virtue of Art. 72 of the Labor Code of the Russian Federation is possible only by agreement of the parties. However, from general rule there are exceptions provided for in Art. 74 of the Labor Code of the Russian Federation.

The employer bears the risk of losses associated with the activities of the organization. Obviously, the success of a company to some extent depends on its location, even if only for reasons of economy. The employer should have a certain amount of freedom in dealing with such issues. For this reason a change in the actual address in connection with the conclusion of a lease agreement for another premises, of course, can be attributed to organizational changes.

According to Part 2 of Art. 74 of the Labor Code of the Russian Federation of the upcoming changes, the employer is obliged to notify the employee in writing no later than two months. The notification must also indicate the reasons that caused the need for such changes. (example 1)... Thus, the employer can change the condition specifying the place of work and (or) workplace on its own initiative.

YOU MUST KNOW IT

Another locality should be understood as an area outside the administrative-territorial boundaries of the corresponding settlement (clause 16 of the Plenum Resolution The Supreme Court RF dated 17.03.2004 No. 2 "On the application by the courts Russian Federation Labor Code of the Russian Federation ")

However, this does not mean that employees can be forced to work in new conditions - at a new address. Labor legislation gives the employee the right to choose - which is associated with moving to another locality.

IMPORTANT!

The new terms of the employment contract should not worsen the position of the employee in comparison with the established collective agreement, agreements

Such a move outside the boundaries of the settlement entails the transfer of employees to agree to a change determined by the parties conditions or refuse to continue working.

Those employees who agree to continue working in the new conditions are additional agreements to employment contracts in which changes are enshrined (example 2).

If the employee does not agree to work in the new conditions, then the employment contract with him will be terminated on the basis provided for in clause 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation: the employee's refusal to continue working in connection with a change in the terms of the employment contract determined by the parties.

Situation 3. The organization "moves" to another area.

It is necessary to mention one more option for the employer's relocation, subject to a special procedure (part 1 of article 72 1 of the Labor Code of the Russian Federation).

Summary

The relocation of an employer within the same locality, as a rule, does not entail changes in the terms of the employment contract and, therefore, does not require changes to it. However, if the place of work was specified in the employment contract, a specific address of the location of the organization was given, then an additional agreement cannot be dispensed with. Moreover, in some situations, it is required to carry out the procedure provided for in Art. 74 of the Labor Code of the Russian Federation. If the move is carried out to another area, then a transfer must be made with the consent of the workers.

Firstly, transfer to another job is allowed only by agreement of the parties. It is not necessary to send a notification to employees, meanwhile, in practice, they try to warn about upcoming changes in advance due to the need to prepare employees for the move. The required relocation agreement with the employer must be in writing (example 3).

Secondly, the employee's refusal from such a transfer is an independent basis for terminating the employment contract under clause 9, part 1 of Art. 77 of the Labor Code of the Russian Federation.

EXAMPLE 1

Notification of changes in the terms of the employment contract

EXAMPLE 2

Additional agreement on changing the terms of the employment contract (fragment)

EXAMPLE 3

Additional agreement for transfer to another location with the employer (fragment)

whether it is necessary to change the TIN when changing the location of the organization
whether it is necessary to indicate the place of work in the employment contract
how to issue an order to change the location of the organization
what may entail a change in the location of a legal entity

Painless ways to transfer employees to a new place How to change the terms of an employment contract without asking the employee In which document to justify organizational changes What vacancies to offer to a replacement employee Decrease in sales and deterioration financial situation companies are not reasons to change the terms of the employment contract unilaterally.

Office relocation order articles journal staffing

If everything is well thought out, plans and schedules are drawn up, all employees are notified of their tasks and functions, the manager exercises current control in accordance with the selected reference points, then moving from a natural disaster, as is usually referred to it, turns into an ordinary project, the success of which depends from the quality of planning and competent leadership. When moving, an employee performs the same job, but at a new workplace. The transfer is terminated when the absent employee leaves for work downtime, a natural or man-made disaster, an industrial accident, an industrial accident, fire, flood, hunger, earthquake, epidemic or epizootic and any exceptional case that endangers the life or normal living conditions of the entire population or part of it.

As for the place of residence of the employer, it is indicated in the informative, and not in the substantive part. labor contract(most often in the details of the employer). So, the employer has had a change in organizational disposition, and he is moving to another area. 237 on the approval of the criterion for the operation of railway crossings. citizenship design price - 75 euros.

Moetv org good portal about cinema

To acquaint with the order of the head of the office (name), head of the personnel department (name). The form is approved by the order of the Ministry of Transport of the Russian Federation on the approval of the design procedure and forms of forwarding documents from 11. As we see, this company has no special restrictions, and the goal will be to ensure the move on time. In fact, these are offices, production areas, i.e. The basis for this will be an order to make configurations in accounting documents.

The order to the forwarder is subject to execution from the moment the client receives a written confirmation of its approval by the forwarder. In addition, regardless of the results of the consideration of the case by the court, all legal costs can be attributed to the person who abuses his procedural rights or does not fulfill his procedural duties (clause In practice, the following clauses are found in contracts, etc.)

Office relocation order

Office relocation is very often due to expensive rents for premises in buildings located within the city. The advantages of renting office space in a suburban area, in addition to cheaper rental payments, are often due to the fact that many employees get to their place of work faster and easier. However, the relocation of the office is associated not only with the difficulties of organizing the removal of equipment, but also with the preparation of personnel documents.

Office relocation order;
Refusal or consent of employees to work in another area;
Orders for the dismissal of workers who do not agree to the move in accordance with paragraph 9 of Art. 77 of the Labor Code of the Russian Federation;
Additional agreements with the introduction of new company details to the employment contracts of employees who have expressed their consent to the transfer of the employer.

10. Provision of access. Another important point, which on the very first day can have an extremely negative impact on the attitude of employees to the new office, is the organization of access to the new building. All issues related to passes, lists of employees and security must be resolved in advance.

Branches, representative offices and other separate structural divisions are not independent legal entities(Clause 3, Article 55 of the Civil Code of the Russian Federation). Consequently, a branch of an organization cannot be considered an employer and the case of a change in the location of a branch is not subject to paragraph 9 of Part 1 of Article 77 of the Labor Code of the Russian Federation.

Changing the location of the organization: implications for HR administration

In connection with the termination of the lease agreement for office space and the increase in the lease cost by the lessor, the management of the company "N" decided to change its actual location. In Moscow, the rent for the company turned out to be too high, so a suitable office was selected in the city of Mytishchi, Moscow Region. Do I need to warn employees in advance about a change in the location of the organization?

There are special rules for when the employing organization moves to another location. The fact is that Part 1 of Art. 72 1 of the Labor Code of the Russian Federation calls the transfer to another locality together with the employer a kind of transfer to another job. By law, transfer to another job is allowed only with the written consent of the employee. Therefore, it is necessary: firstly, to notify the employee of the upcoming transfer to another location together with the employer , and secondly, to obtain the employee's consent for such a transfer.

Transfer to work in another locality: features of the procedure for relations with employees

When deciding how to build relationships with employees, experts rightly note that the following fact cannot be ignored: the territories of individual settlements are so large that the movement of the employer within these settlements can have a much more serious impact on the relationship between the employer and the employee than the movement between adjacent settlements, since the employee must spend significantly more time on the way to the place of performing his labor functions(This is especially true for megacities).

At first glance, the settlement of the issue of the place of work does not pose any difficulty. However, in the future, it is this condition, or rather, its ambiguous formulation, that can cause a lot of disputes, which often have to be resolved in court. We are talking about situations when the actual address of the organization changes within one city, one locality, since moving to another locality together with the employer or transferring to work in a separate subdivision located in another area are governed by the provisions of Art. 72 of the Labor Code of the Russian Federation.

Sample office relocation order

Please note: It is not a transfer to another job and does not require the consent of the employee to move him in the same organization to another workplace, to another structural subdivision this organization in the same locality, assignment of work on another mechanism or unit, if this does not entail changes provided for in paragraph 1 of Article 41 of the Labor Code.

Initially, the legislator provides that the transfer of an employee to another job is allowed with the consent of the employee, and is formalized by making the appropriate changes to the employment contract and by the employer's act. The exception is the cases provided for by the Labor Code.

Sample letter for moving to a new office

adapt content for reading from mobile screens, write catchy texts, collect a sufficient number of addresses of potential and existing customers and segment the audience. But sometimes this is not enough: your competitors make similar mailings, so you cannot surprise your subscribers with something new and interesting.

The need to change the location of an office or company can be caused by various reasons - the end of the lease term, the acquisition or construction of your own building. The decision to move the office is made authorized body or a meeting of founders. Documenting relocation is associated with certain factors, depending on which it may be necessary to make changes to constituent documents, notification government agencies and employees of the organization.

Sample office relocation order

This resource is mostly intended not for students for whom it has great importance exclusively theoretical basis office work (answer correctly on the exam), and is addressed primarily to people to help them in practical activities on office work.

Information letter - information of an official nature is transmitted. Often, the superior organization submits to its subordinate individual provisions of legislative and other normative legal acts with recommendations for their application. Therefore, they are of a typical nature, the mailing is carried out according to the list (i.e.

24 Jul 2018 543