Template for an order to exit remote work

An employment order is a document that formalizes the labor relationship between an employee and an employer after signing an employment contract.

As a rule, unified forms are used to draw up an order:

T1 – for registration of one employee.
T1a – for registration of several employees.

Note

: drawing up an order in form T-1a provides for the inclusion in the specified document of personal data of several employees at once (salary data), and therefore its use in work is not recommended in order to avoid conflicts regarding the disclosure of personal data.

note

, the employer has the right to develop his own order form, and the specified document must contain the following basic information: full name of the employee, the position for which he is hired, the name of the department or unit, information about salary, probationary period, employment contract on the basis of which the order is drawn up.

The order is signed by the manager or other authorized official and brought to the attention of the employee no later than 3 days from the start date of work.

How to fill out a job application

Features of filling out the T-1 form

The name of the employer is filled in according to the constituent documents, reflecting the codes.
In some cases, the date of conclusion of the order may be earlier (for example, when admitted to work before the conclusion of an employment contract).
If a permanent employment contract is concluded, the order does not indicate the expiration date of the contract (the corresponding column is not filled in).
Data about the position and department are entered in accordance with the staffing table.
The conditions of employment, its nature, information on the amount of salary are indicated in accordance with the employment contract.
Data on the probationary period and its duration are indicated only if this is provided for in the employment contract.
If the order is not signed personally by the manager, the official who signed it must provide a link to the document confirming the authority to sign the order.

Note

: an order for hiring the head of an organization cannot be signed by a deputy head if this is not reflected in the statutory documents.

Order No. “On work during a high-alert regime”

See also Order on compliance with the requirements of the Work Organization Standard on compliance with the requirements of the Work Organization Standard for retail trade facilities in construction and finishing materials, garden goods

Sample form of an order to work during self-isolation

about work during coronavirus in Word format (.docx)

"__"______ 2020

In accordance with Decree of the Government of the Russian Federation dated March 27, 2020 No. 762-r, resolutions of the Chief State Sanitary Doctor of the Russian Federation dated March 13, 2020 No. 6 “On additional measures to reduce the risks of the spread of COVID-2019”, dated March 18, 2020 No. 7 “On ensuring the isolation regime in order to prevent the spread of COVID-2019”, letters of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare dated March 10, 2020 No. 02/3853-2020-27 “On preventive measures new coronavirus infection (COVID-19)", dated March 27, 2020 No. 02/5210-2020-24, decree of the Mayor of Moscow dated March 5, 2020 No. 12-UM "On the introduction of a high alert regime", other regulatory documents, I order:

1. As an organization whose activities were not suspended during the period of high alert, resume work from 04/06/2020.

2. Establish the following mode of operation of the organization:

from Monday to Friday from 09.00 to 17.00,
on Saturday from 09.00 to 14.00,
Sunday is a day off.

3. Strictly follow measures to prevent infection with coronavirus and other infections both while at and outside the workplace. In the workplace, it is mandatory to use personal protective equipment (masks, respirators, gloves and other personal protective equipment).

4. Provide:

treating the hands of employees with skin antiseptics intended for these purposes (including using installed dispensers) or disinfectant wipes with monitoring of compliance with this hygienic procedure when employees enter the organization; monitoring the body temperature of employees at the entrance to the organization, and during the working day (according to indications), using devices for measuring body temperature in a non-contact or contact way (electronic, infrared thermometers, portable thermal imagers) with the mandatory exclusion from the workplace of persons with elevated body temperature and with signs of an infectious disease. Keep a log of daily employee body temperature measurements at the beginning and end of the working day;
informing employees about the need to observe the rules of personal and public hygiene: a regime of regular hand washing with soap or treatment with skin antiseptics - throughout the working day, after each visit to the toilet;
availability in the organization of at least a five-day supply of disinfectants for cleaning premises and treating the hands of employees, personal respiratory protection equipment in case of identification of persons with signs of an infectious disease (masks, respirators);
regular (every 2 hours) ventilation of the premises;
the use of bactericidal lamps and air recirculators indoors for the purpose of regular air disinfection according to their operating mode (in the absence or presence of people, respectively);

5. Organize breaks every 2 hours to disinfect the premises. During disinfection, ensure high-quality cleaning of premises using disinfectants with antiviral action, paying special attention to the disinfection of door handles, switches, handrails, railings, contact surfaces (desks and chairs of employees, surfaces of office equipment), common areas (eating rooms, rest rooms) , toilets, etc.). For disinfection, use disinfectants registered in accordance with the established procedure, based on chloroactive and oxygen-active compounds, as well as cationic surfactants. Working solutions of disinfectants should be prepared in accordance with the instructions for their use, choosing the modes provided for disinfecting objects during viral infections;

6. Prohibit eating at work places; eat food only in the eating room. As a meal room, designate a room with a sink for washing hands with hot and cold water supply, ensuring that it is cleaned daily using disinfectants. Use utensils for one-time use only and then collect, disinfect and destroy them in the prescribed manner;

7. Prohibit any corporate events in teams, participation in other public events for the period of the self-isolation regime;

8. Upon receipt of a request from the territorial bodies of the Federal Service for Surveillance on Consumer Rights Protection and Human Welfare, immediately provide information about all contacts of a person with coronavirus infection (COVID-19), and ensure disinfection of the premises where the patient was located.

9. Provide transportation for the organization’s employees from their place of residence to their place of work and back.

10. I entrust control over the execution of this order to __________________________

Director ________________

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Cases of issuing an order

According to the norm of Article 68 of the Labor Code, after signing an employment contract, the procedure for issuing an order follows. An employment order is also issued if the contract is fixed-term.

Article 59 of the Labor Code contains a complete list of circumstances under which it is possible to conclude fixed-term contracts, that is, it is precisely such situations that serve as the basis for issuing an order on temporary employment.

The circumstances of urgency are:

replacing a temporarily absent employee (during vacation, maternity leave, etc.);
the need to perform temporary work in the company, the duration of which does not exceed two months;
the need to perform seasonal work (when the need for it arises only in a certain season: summer, winter, etc.);
assignment to work abroad;
the need to perform work other than the main activities of the company (repair, commissioning, installation, dismantling, etc.);
temporary increase in the volume of work;
the company was created to perform certain work for a specified time;
the scope of work is strictly defined, but the completion time is not specified;
internship, industrial practice;
referral from the labor exchange for a certain period;
alternative service.

In the listed cases, an order for temporary employment is issued only on the basis of an application, but there are situations when, by mutual agreement, the period of employment is established (Part 2 of Article 59 of the Labor Code):

work for an entrepreneur or in a small company with less than 35 employees;
the applicant is an old-age pensioner;
the applicant can work only temporarily based on a doctor’s opinion;
there is rotational work in the Far North and equivalent areas;
the employee is hired for the period of prevention of accidents, emergencies, disasters and their consequences;
creative work (in the media, theaters, cinema, circuses, etc.);
the head of the company, his deputy or the chief accountant are employed;
a full-time student is employed;
part-time work.

Compilation rules

Officials have not developed a unified form or form that must strictly be used when drawing up an order for downtime. Organizations have the right to independently determine its content and structure.

To avoid controversial issues, it is recommended to include the following information in the document:

reasons why an order for downtime is issued. Either the employee or the employer is to blame for the suspension of activities; force majeure circumstances also occasionally occur (the electricity or the Internet is turned off, the car breaks down, there are no necessary materials, there is no demand for goods). It is not so important why a break in work is announced, it is important to formulate it correctly and clearly;
which units or employees it applies to. If we are talking about the entire company, this should be mentioned. In this case, you will additionally need to notify the employment service;
duration of the non-working period in dates. If exact dates are not determined, approximate dates should be indicated. In the future, it will be necessary to issue an order to extend or prematurely end the period of forced rest. There is another option - to write that activities are suspended until the reasons for the suspension of work are eliminated, and when they are eliminated, issue an order to resume the work process according to the previous rules;
location of subordinates - they must work at other workplaces (Article 72.2 of the Labor Code of the Russian Federation provides for the temporary transfer of an employee in such cases) or not appear at work;
how time not actually worked or work in another place is paid. The relevant norms are prescribed in Art. 157 of the Labor Code of the Russian Federation, local regulations of the employer.

This is the minimum necessary information, which, if necessary, is supplemented with other details about the organization of the non-working week in connection with the COVID-19 epidemic.

Read more: How an employer should organize the introduction of a non-working week at an enterprise

When it is impossible to call from vacation and attract due to production needs

An employee cannot be called back to work from vacation due to the need to perform production tasks if:

the employee is sick and is on sick leave;
is away from home.

You cannot be involved in performing other tasks for a period of more than a month, this is a violation of the legal framework. An employee’s refusal in writing to take leave will not be the reason for disciplinary action; the manager does not have the right to punish him.

Not all employees can be asked to work overtime and called back from vacation if necessary.

Basic knowledge about business travel

Moreover, builders have to send not only managers on business trips to solve certain production issues, but also the main personnel performing construction and installation work. In the article we will talk about travel expenses in construction companies, and also briefly discuss the issues of sending employees on business trips, preparing primary documents, and the procedure for taxing business travel expenses. A business trip, based on an article of the Labor Code of the Russian Federation, is a trip by an employee by order of the employer for a certain period of time to carry out a work assignment outside the place of permanent work. At the same time, it is clarified that business trips of employees whose permanent work is carried out on the road or is of a traveling nature are not recognized as business trips. Since the definition refers to an employer and an employee, only a person who has an employment relationship with the employer arising on the basis of an employment contract concluded by the employer and employee in accordance with the Labor Code of the Russian Federation can be sent on a business trip.

admission of the contractor to work