Hiring a part-time worker: an approximate step-by-step procedure

RECRUITING A JOINTER:

EXAMPLE STEP-BY-STEP PROCEDURE

Steps before applying for a part-time job

• Submission of documents by the employee. Acceptance by the employer of documents from the future employee. Consideration by the employer of the submitted documents and making a decision on eme an employee to work.

At this stage, it is necessary to find out whether or not the candidate has restrictions on engaging in certain types of activities (Article 351.1 of the Labor Code of the Russian Federation).

According to Art. 283 of the Labor Code of the Russian Federation, when applying for a part-time job with another employer, an employee must present a passport or other identity document. When hiring a part-time job requiring special knowledge, the employer has the right to require the employee to present a document on education and (or) qualifications or its duly certified copy, and when hiring a job with harmful and (or) dangerous conditions labor - a certificate of the nature and conditions of work at the main place of work.

When deciding on hiring, remember that part-time work is not allowed:

Persons under the age of eighteen;

At work with harmful and (or) dangerous working conditions, if the main job is associated with the same conditions;

A number of prohibitions and restrictions on part-time jobs have been established for judges, prosecutors, police officers, military personnel, civil servants, municipal employees, etc.

Employer ( personnel worker or otherwise authorized person) gets acquainted with the presented documents, verifies their authenticity.

If the parties decide to hire the employee to work for the employer, then in the future the employer (personnel worker or other authorized person) takes copies of the documents and certifies them (if necessary, placing such copies in the employee's personal file in cases where the employer maintains personal employee files), transfers information from the presented documents to the employee's personal card, then the originals of the documents (passport, education certificate, etc.) are returned to the employee.

• Medical examination of an employee in cases provided by law.

According to Art. 69 of the Labor Code of the Russian Federation, mandatory preliminary medical examination upon conclusion employment contract subject to:

1) persons under the age of eighteen;

3) other persons in the cases provided for federal laws.

• Providing the employer with mandatory information.

According to Art. 64.1 of the Labor Code of the Russian Federation, citizens who held positions, the list of which is established by regulatory legal acts Russian Federation, after dismissal from the state or municipal service, within two years, when concluding employment contracts, they are obliged to inform the employer about the last place of service.

Steps for applying for a part-time job

1. Receiving a job application from an employee.

This step step-by-step procedure for hiring a part-time worker is not mandatory for most employers, because the Labor Code of the Russian Federation does not provide for an employee to submit such an application. Submission of an application is obligatory upon admission to the state and municipal service (Federal Law of 27.07.2004 N 79-FZ "On the State Civil Service of the Russian Federation", Art. 26, Federal Law of 02.03.2007 N 25-FZ "On Municipal Service in the Russian Federation Federation ”, Article 16).

If an application for employment by an employee is nevertheless submitted and accepted by the employer, then it is registered in accordance with the procedure established by the employer, for example, in the register of employee applications.

2. Familiarization of the employee with local regulations employer and with collective agreement(if available).

According to Part 3 of Art. 68 of the Labor Code of the Russian Federation when hiring (before signing an employment contract), the employer is obliged to familiarize the employee with signature with the internal labor regulations, other local regulations directly related to labor activity employee, collective agreement. Job description, as a rule, it is also a local normative act of the employer (in rare cases, it is an annex to the employment contract).

The procedure for familiarization with local regulations is not defined by the Labor Code of the Russian Federation, in practice there are various options:

information sheets are attached to the local regulatory act, on which employees put signatures confirming familiarization, and the dates of familiarization (such sheets are stitched together with the local regulatory act),

keeping logs of familiarization with local regulations, in which employees put signatures confirming familiarization, and indicate the dates of familiarization.

When hiring an employee, the text of the employment contract may include the phrase that the employee is familiar with the local regulations of the employer before signing the employment contract, and these acts are listed.

A certain procedure for familiarization with local regulations can be enshrined in one of the local regulations of the employer. Find out your employer's procedure for familiarizing employees with local regulations before you begin to familiarize an employee with them.

3. Conclusion with an employee of an employment contract and, if there are grounds for an agreement on full liability.

According to Art. 67 of the Labor Code of the Russian Federation, an employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. When concluding employment contracts with certain categories of employees, labor legislation and other regulatory legal acts containing norms labor law, it may be necessary to agree on the possibility of concluding labor contracts or their conditions with the relevant persons or bodies that are not employers under these contracts, or to draw up labor contracts in more copies.

The labor contract must include mandatory information and conditions (part 1 and part 2 of article 57 of the Labor Code of the Russian Federation) and additional conditions may be included (part 4 of article 57 of the Labor Code of the Russian Federation).

At the same time, the peculiarities of the employment contract with a part-time worker must be taken into account. legal regulation work with part-time workers, established by Chapter 44 of the Labor Code of the Russian Federation.

The employment contract must indicate that the work is part-time.

Please note that concluding a full liability agreement is an optional step. However, it can be very useful at this stage. Suppose they do not immediately conclude an agreement on full financial responsibility with an employee, and after hiring, he already refuses to conclude this agreement. The law does not directly indicate how to resolve this situation: whether it is possible to force an employee to conclude an agreement on full financial responsibility, whether it is possible to punish or dismiss the disobedient. Among lawyers, judges, inspectors, there are different points view on this matter. And in order not to prove your position to someone in an unpleasant case and avoid unnecessary problems, it is better not to get into such a situation and conclude an agreement on full financial responsibility before the start of the employee's resistance, even when deciding on the issue of hiring and registering him for work. At the same time, do not forget that the conclusion of such contracts is possible only with the circle of employees strictly outlined by the legislator.

According to Art. 244 of the Labor Code of the Russian Federation, written agreements on full individual or collective (brigade) material liability can be concluded with employees who have reached the age of eighteen and directly serve or use monetary, commodity values ​​or other property. Moreover, the lists of jobs and categories of workers with whom these contracts may be concluded, as well as standard forms these agreements are approved in the manner established by the Government of the Russian Federation.

Currently there are lists positions and jobs replaced or performed by employees, with which the employer can enter into written contracts on full individual or collective (brigade) financial liability, approved by the Resolution of the Ministry of Labor of the Russian Federation of December 31, 2002 N 85. This resolution also approved the standard forms of contracts on full liability.

4. Registration of an employment contract and an agreement on full liability in the manner prescribed by the employer. For example, an employment contract can be registered in the register of employment contracts, and a full liability agreement - in the register of full liability agreements with employees.

5. Handing over to the employee his copy of the employment contract.

According to Art. 67 of the Labor Code of the Russian Federation, one copy of the employment contract is transferred to the employee, the other is kept by the employer. The receipt by the employee of a copy of the employment contract must be confirmed by the employee's signature on the copy of the employment contract kept by the employer. We recommend that you put the phrase “I have received a copy of the employment contract” before signing.

If an agreement on full liability is signed with the employee, then one copy of it is also transferred to the employee.

6. Issuance of an order (instruction) on employment.

An order for the hiring of an employee is issued on the basis of a concluded labor contract, and its content must strictly comply with the terms of the concluded labor contract.

7. Registration of an order (instruction) on the employment of an employee in accordance with the procedure established by the employer, for example, in the register of orders (instructions).

8. Familiarization of the employee with the order (order) on employment under signature.

According to Art. 68 of the Labor Code of the Russian Federation, an order (order) of the employer for employment is announced to the employee against signature within three days from the date of the actual start of work.

9. Solving the issue of writing in the work book.

The work book of a part-time employee is kept by the employer at the main place of work. At the request of the employee, information about part-time work is entered into the work book at the place of main work on the basis of a document confirming part-time work.

Thus, if an employee is hired as an internal part-time job, then if the employee wishes (which it is recommended to draw up with the employee's application), an entry is made in the work book about the part-time job.

If an employee is hired as an external part-time job, then he should be asked whether he plans to enter a part-time job record in his work book at his main job. If the employee wishes, upon his written application on the basis of Art. 62 of the Labor Code of the Russian Federation, a copy of the order for hiring part-time jobs, duly certified, a certificate of part-time work is issued, so that the employee can provide them at the main place of work to record part-time work in the work book.

10. Registration of a personal card for the employee, familiarizing him with the signature in the personal card with the entry made in the work book, with the information entered in the personal card.

According to clause 12 of the "Rules for maintaining and storing work books, production of work book forms and providing employers with them ", approved by the Government of the Russian Federation dated 04.16.2003 N 225" On work books ", with each entry in the work book about the work performed, transfer to another permanent job and dismissal, the employer is obliged to inform its owner under the signature in his personal card, which repeats the entry made in the work book. The form of the personal card is approved Federal Service state statistics.

The personal card can be registered in accordance with the procedure established by the employer, for example, in the register of employees' personal cards.

11. Inclusion of the employee in the time sheet, other documents.

12. If the employee is accepted on the terms of external part-time job, then you can ask him a certificate from the main place of work about when he will be granted leave in the current year.

It is advisable to do this, because persons working part-time are provided with annual paid leave at the same time as leave for the main job.

Additional steps are possible instep-by-step procedure for hiring a part-time worker: registration of a personal file, notification of the employee's employment to his former employer, communication of information about the employee to the military registration and enlistment office, etc.

• Registration of the employee's personal file, if in relation to his position the employer has established the obligation to maintain a personal file. For most employers, the management of personal affairs is not an obligation. The conduct of personal affairs is mandatory only in cases where it is prescribed by law, for example, for civil servants, municipal employees, customs officials, prosecutors. Regular commercial company, for which the law does not establish the obligation to conduct personal affairs, has the right not to conduct them. But he has the right to lead, if the management considers it necessary. In this case, the procedure for conducting personal affairs is determined by the local normative act of the employer governing relations related to the personal data of the employee (for example, the regulation on personal data and the management of personal files). Personal files can be registered in accordance with the procedure established by the employer, for example, in the register of personal files of employees.
• Notice to the former employer about the conclusion of an employment contract with the employee, if the employed employee is a former government employee or former municipal employee. According to Art. 64.1 of the Labor Code of the Russian Federation, the employer, when concluding an employment contract with citizens who replaced the positions of the state or municipal service, the list of which is established by the regulatory legal acts of the Russian Federation, within two years after their dismissal from the state or municipal service, must, within ten days, inform the representative of the employer about the conclusion of such an agreement (to the employer) of a state or municipal employee last place his service in the manner prescribed by the regulatory legal acts of the Russian Federation. This order installed inThe rules for notifying the employer about the conclusion of an employment or civil law contract for the performance of work (provision of services) with a citizen who replaced the position of a state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation (approved by the Government of the Russian Federation of January 21, 2015 N 29) . The document that is sent to the former employer is registered in accordance with the procedure established by the employer, for example, in the register of outgoing documents.
• Referral to the appropriate military commissariat and / or organs local government information about a citizen subject to military registration and his employment (clause 32 of the Decree of the Government of the Russian Federation of November 27, 2006 N 719). The document, which is sent to the military commissariat and / or local authorities, is registered in accordance with the procedure established by the employer, for example, in the register of outgoing documents.

Some personnel specialists, when familiarizing an employee with local regulations, ask himpoint outnot only the date, but also the time of familiarization, thus emphasizing the observance of the requirements of the code that the employee must be familiarized with the local regulations of the employer, directly related to the employee's labor activity, before signing the employment contract. Accordingly, when signing an employment contract, they ask the employeepoint outtime. We do not object to such diligence, but we believe it will be sufficient when familiarizing the employee with the local regulations of the employer.point outthe date of familiarization, and in the employment contract include the phrase that the employee, prior to signing the employment contract, is familiar with the local regulations of the employer (with a list of these acts).

Business is not possible without people, therefore organizations and individual entrepreneurs to implement entrepreneurial activity need staff. First of all, we need permanent employees who form the core team. Such workers are hired under labor contracts, and the relationship with them is regulated by the Labor Code. We will tell you how to properly apply for a job without making mistakes and fulfilling all the requirements of the law.

Step 1. We demand from the employee all the necessary documents

When applying for a job, you need to present to the employer (organization or individual entrepreneur) a set of documents, in particular a passport, work book, insurance pension certificate, etc. (for more details see, ""). Without them, hiring will not take place.

Step 2. We take consent to the processing of personal data

Step 3. Introducing local regulations

Before entering into an employment contract, the employer (organization or individual entrepreneur) must familiarize the future employee with the local regulations of the enterprise that are directly related to work this employee(part 3 of article 68 of the Labor Code of the Russian Federation).

Step 4. We conclude an employment contract

After familiarizing the future employee with local acts enterprises can conclude an employment contract with him. Currently for registration labor relations you can use:

• an employment contract in free form (for more details see, "");
• a standard employment contract (for more details see, "").

Step 5. Issue an order of employment

When the contract is signed, you can proceed to the next stage of registration for a job - the issuance of an order on the employment of a new employee (for more details, see, ""). Let us remind you that all events in the life of an enterprise require documentation.

The conditions for hiring are established depending on the specifics of the vacant position. Nevertheless, legislation protects the rights of job seekers and regulates the procedure for employment. In this article, we will analyze the general conditions for hiring and special cases concerning certain categories of candidates. Consider the conditions of employment, enshrined in the contract with the employee and the order for hiring.

In this article, you will learn:

• what are the general conditions for hiring in 2016;
• what is the peculiarity of the conditions for hiring former state and municipal employees;
• how to reflect the conditions of employment in the employment contract and order;
• is it probation a prerequisite for hiring.

Conditions for admission to work in 2016: documents for employment

Among the common conditions of employment in 2016, it is possible to highlight the mandatory submission by the applicant of a list of documents regulated by the current edition of the Labor Code of the Russian Federation (). Currently in this list includes:

• passport or other identity document;
• work book (if the candidate is employed for the first time, it is the employer's responsibility to issue a work book);
• insurance certificate compulsory pension insurance (if absent, it is drawn up by the employer);
• the documents military registration(mandatory for submission to the employer by persons liable for military service and persons subject to military conscription).

In some cases provided by law, conditions of employment may include the submission of additional documents by the candidate. As a rule, it depends on the specifics of the work and is regulated by federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation.

The list of additional documents submitted to the employer when applying for employment includes:

• documents on education, qualifications or the presence of special knowledge (this paragraph applies only to those professions where the performance of the labor function is impossible without special training);
• a certificate of no criminal record and the fact of criminal prosecution (this legal requirement applies to persons applying for positions in the field of education or educational work with minors).

Thus, conditions of employment in 2016 with regard to the submission of mandatory documents did not change compared to last year. Note that the employer is prohibited from demanding documents from a candidate applying for a vacancy other than those provided for by the Labor Code and federal legislation.

Conditions for hiring former state and municipal employees in 2016

For some categories of citizens, the legislation provides for special conditions of employment... First of all, this applies to candidates who in the past held positions in the state or municipal service. The specifics of hiring this category of applicants are enshrined in the Labor Code of the Russian Federation (), as well as "On the approval of the Rules for informing the employer about the conclusion of an employment contract with a citizen who replaced the positions of the state or municipal service." The normative document entered into force on January 31, 2015, respectively, it is he who regulates conditions of employment former civil servants.

So, for example, in order to find a job in a company within two years after leaving the civil service, public administration which was the responsibility of the candidate at the previous place of work, he will have to obtain the consent of the relevant commission. In this case, the commission monitors compliance with the requirements for official conduct and does not allow conflicts of interest in employment.

In addition, the law obliges the applicant to provide the employer with information about the last place of service within two years after dismissal. This is required hiring condition for a former employee public service.

The employer, in turn, must notify the employer of a state or municipal employee at the last place of his service about the conclusion of an employment contract. This rule also applies for two years after the dismissal of an employee of this category. A written notification must be sent to the last place of service of a citizen within 10 days, the beginning of which is the day of imprisonment labor agreement... In the notification, it is necessary to indicate the name of the position occupied by the employee and the name of the structural unit, as well as describe the main areas of the assigned work, i.e., job responsibilities.

Establishment of such conditions of employment former employees of the civil service is associated primarily with the implementation of the anti-corruption policy of the state.

Conditions for hiring in an employment contract

The labor agreement is one of the main documents reflecting the conditions of employment. The form of an employment contract is determined by law (). The Labor Code contains a list of mandatory and additional conditions of employment to be reflected in the employee agreement. The law refers to the conditions that must be included in the contract:

• place of work;
• labor function;
• start date of work;
• rules for calculating wages;
• working hours and rest hours;
• guarantees and compensation for work with harmful and (or) hazardous working conditions;
• working conditions at the workplace;
• indication of mandatory social insurance employee.

In addition to the above mandatory items, an employment contract may contain a number of additional conditions of employment due to the specifics of this vacancy:

• to clarify the place of work;
• about the test;
• on non-disclosure of state, official or commercial secrets;
• on the obligation to work after training for at least a specified period, if the training was carried out at the expense of the employer;
• on the types and conditions of additional insurance;
• on improving the social and living conditions of the employee and his family members;
• to clarify the rights and obligations of the parties;
• on additional non-state pension provision.

Probationary period: additional condition for hiring

This condition requires more detailed description as one of the callers the largest number disputes between employer and jobseekers. According to Labor Code, the test is optional condition for hiring.

The rules for appointing a probationary period are regulated. The law allows the employer to fix the probation condition in the employment contract, but restricts the categories of applicants for whom this rule applies. So, for example, it is illegal to establish such a period for the following citizens:

• pregnant women and women with children under the age of one and a half years;
• minors;
• persons elected to fill a position by competition;
• young professionals who have received education under state accreditation educational programs and for the first time applying for work in the received specialty within one year from the date of receiving education appropriate level;
• candidates elected to an elective position for a paid job;
• employees invited to work by transfer;
• persons who conclude an employment contract for up to two months.

Thus, conditions of employment do not include the appointment of a test for the above categories of citizens.

In addition, the law limits the length of the probationary period to the employer. For example, a probationary period cannot last more than three months for all categories of employees. For heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other isolated structural units organizations - more than six months. If an employment agreement is concluded for a period of two to six months, the trial cannot exceed two weeks.

Note that the absence of a probationary condition in the employment contract means that the employee is hired without a probationary period.

Conditions for hiring in the order

When positive decision the employer on the employment of this candidate, he draws up a corresponding order. The document must correspond to the form or another form approved by the organization. Conditions for hiring in the order must correspond to the employment contract concluded with the employee.

This rule is especially important for those works, the conditions and nature of which differ from usual. So, for example, the employer must indicate whether the work is the main one or the employee is issued part-time. In the second case, the conditions of combination (internal or external) are fixed and established way calculation of wages (in proportion to hours worked or output). It is imperative to reflect the operating mode in the order: part time or irregular working hours.

In the course of conducting the activities of an organization and an entrepreneur, there comes a time when it is necessary to hire an employee, at the LLC immediately, because she has a director - nowhere without him, and an individual entrepreneur, as the need arises. At this moment, a number of questions arise - what is needed, what documents, the procedure for admission, applications, labor, employment contracts, etc. We will reflect these moments in this article and consider the option when you have a candidate and he needs to be documented.

In order to hire an employee, you need to request the following documents from him:

1. Citizen's passport
2. Labor book, if the employee has not worked anywhere before, a new one is started
3. Snils - Insurance Certificate - Green Card
4. TIN, if it was also not there, it is necessary for the employee to receive it at the Federal Tax Service
5. Education document - it is needed rather at the request of the employer
6. Military registration document, if the citizen is liable for military service
7. V certain cases medical certificate

The procedure for hiring, step by step instructions

Step 1. Special assessment of working conditions (before 2014 - certification of workplaces)

If the organization has hired employees performing some kind of work, even office work, it is necessary to carry out to identify harmful and dangerous factors in their work. Regarding this is fiction, but according to the law, this requirement is mandatory and applies to both organizations and entrepreneurs (according to Art. 212 of the Labor Code of the Russian Federation and Part 1 of Art. 8, Federal Law No. 426).

Yes, you can, of course, conduct an assessment after you start working, but keep in mind that you can be brought to administrative responsibility, both as an individual entrepreneur and an LLC. For a start, they may issue a warning, but there are also material levers of influence, just like the suspension of the enterprise, and a repeated violation will be punished more severely.

Important! The administrative fine for the absence of SOUT since 2015 is 5-10 thousand rubles for officials and individual entrepreneurs, 60-80 thousand rubles for an LLC, and from 30 to 40 thousand rubles in case of a repeated fact. and from 100 to 200 thousand rubles. accordingly, they can also suspend the activities of the enterprise for up to 90 days.

Step 2. Honey. reference

Before accepting an employee, in some cases it is necessary to have medical certificate, for this he must undergo a medical examination in a special center, after which he will be given a supporting document. It is possible and at the request of the employer to request such a document.

When you need a medical certificate:

• In case of hiring a minor
• In the case of work in the field of catering and Food Industry, such examinations are carried out preliminary and periodically, and persons under the age of 21 - annually

Step 3. Job application

The basis for initiating employment, exactly like the conclusion of an employment contract, is the writing of an employee. If approved by all managers, this statement will be endorsed by the director or general manager the company and the personnel department begins to receive and execute all the necessary documents.

However, it is worth noting that the statement is currently not obligatory document for employment, you can do without it. This follows from the fact that the basis for concluding an employment relationship between an employee and an employer is precisely an employment contract, on the basis of which an order for employment and other personnel documents will already be formed.

Step 4. Conclusion of an employment contract with an employee

The basis for the establishment of labor relations between the employer and the employee is the conclusion of a civil or labor contract with him - in fact, a description of all the obligations of the participants in writing and securing with seals and signatures on both sides. It is drawn up in 2 copies - one remains with the employee, the other with the employer.

What is reflected in the employment contract and the duration

All terms of the contract must not contradict labor law, usually contains the following information:

• The probationary period, according to the law, is established for a minimum of 3 months, but by agreement of the parties, it can be reduced or absent altogether
• The place of work must be described with a description of the reporting line
• Duties to be fulfilled by the employee
• The amount of remuneration
• The mode of work and rest is described

The employment contract may contain other conditions that need to be reflected on paper. Including the validity period may be prescribed:

• For an indefinite period or indefinite, most often this is concluded with employees
• For a certain period - urgent, if after the completion of the contract the employee is still working, then such a contract is transferred to an unlimited

It is also possible to conclude an employment contract on non-disclosure of the company's trade secrets and an agreement of full or partial material liability (most often warehouse workers and other responsible persons).

Step 5. Registration of an employment contract in the journal

After an employment contract with an employee or several contracts has been drawn up - for example, in addition to a liability contract, the numbers and dates of these contracts are endorsed in.

After receiving his copies of documents, the employee signs in the appropriate box, so that later, if necessary, to prove that such an agreement was handed over to the employee.

Step 6. Order of employment

The basis on which the employee proceeds with his job responsibilities or is endowed with some kind of authority, is a job order. The order displays the conditions to which the employee is invited and, after review, is endorsed by both parties. As a document, a unified one and T-1a for a group of persons are used.

Step 7. Familiarizing the employee with his job responsibilities

Before an employee starts performing his job duties, you must first draw up and describe them in the appropriate document. After familiarization with this list, a seal is put and the date of familiarization is stamped, it is also printed in two copies.

If the responsibilities are for a group of persons, or they are typical, then you can make an acquaintance sheet, where all employees accepted for this vacancy will sign, indicating their names and the date of signing.

Step 8. Filling out the work book

After you've filled in everything Required documents, and you have all the signatures for them, you must within 5 days. Sometimes you shouldn't do it right away, because sometimes nuances arise and the employee simply does not go to work, so it is better to wait for the working week.

Step 9. Registration of labor in the books of accounting of labor books

After you have successfully filled out the work book, you will also need to register it in.

Step 10. Personal card

Simultaneously with the reception of the employee, the employee's personal card is drawn up, in which his personal data is entered

Step 11. Accounting of working time

During the life of the enterprise and visits by its employees, it is necessary to keep track of the working time for each employee. State com. stat, two forms are established:

• T-12, can be used if the company will keep track of working hours and pay salaries to employees. At the same time, it is allowed to keep records without filling out the section on the calculation of wages
• T-13, can be used when using automated electronic equipment

Step 12. Mandatory registration with the FIU and the Social Insurance Fund as an employer

After the appearance of hired employees, you need to register (simply, get a number in the systems) an organization in the funds, as an employer.

23.03.2012, 15:26

I bring to your attention step by step procedure registration of an employee for work. The diagram is made in the Xmind Pro program and reflects the general the procedure for applying for a job... A text version of the algorithm is also presented (below the diagram).

I draw your attention to the fact that in some cases, when employing an employee, you have to deviate from the general registration algorithm - the algorithm is either simplified or expanded. I will prepare separate materials and diagrams about the design features of various categories of employees.

Text version of the algorithm

1. Preparatory activities

• Obtaining documents required for registration for a job
• Referral for a preliminary medical examination (if necessary)

2. We get

1. We familiarize the employee with local regulations and the collective agreement (if any) - against signature in the LNA Familiarization Journal

3. We conclude an employment contract

4. We conclude an agreement on full liability

• Filling out the contract template
• Signing a contract by an employer and an employee
• Registration of an agreement in the Journal of registration of agreements on material liability
• Handing over one copy of an employment contract to an employee

5. Preparing a job order

• Compiled by uniform forms T-1 and T-1a
• Signing an order at the head
• Registration of an order in the Register of orders
• Familiarization of the employee with the order against signature within three days from the date of the actual start of work

6. We make entries in the work book

7. We enter information into the Book of accounting for the movement of work books and inserts to them

8. We draw up a personal card

9. Submitting mandatory information

• At the last place of service - in relation to citizens who, in the last two years preceding employment, filled positions of state or municipal service - within ten days from the date of conclusion of the employment contract
• To military commissariats and (or) local self-government bodies - in relation to citizens subject to military registration