In the event of an employee being transferred to a new position within the same company, a corresponding order is issued on the uniform T-5 form. The form and the finished sample, as well as the features of filling out the form, are discussed in the article.
Order form in form T-5 (word)
Sample of filling out an order for transfer to another position (word)
Purpose of the document
Compiled in cases where an employee is transferred to a new position (within the same company). Transfer may be due to various reasons:
- moving to another region (to work in a branch or at the company’s head office);
- replacing another employee (for example, due to long sick leave);
- transfer to a new department due to the reorganization of structural divisions, etc.
An employee can switch to either permanent or temporary work - the content and form do not change.
Reasons for requesting a transfer
The Labor Code specifically speaks about whether the employee’s consent to a transfer is required, and in general about transfers.
According to Art. 72.1.”Transfer to another job. Transfer”, the transfer of an employee is allowed only with his voluntary consent.
But this does not contradict the factors prescribed in Article 72.2, parts 2, 3.
Therefore, the initiator is usually the employee himself , who may require relocation in the following cases:
- according to a medical report - deterioration in health does not allow one to cope with job responsibilities or carry them out fully;
- In connection with pregnancy or breastfeeding , women should be freed from heavy physical work and interaction with harmful chemicals. In this case, the procedure is temporary;
- to replace temporarily absent employee. After the return of the absent employee, the transferred employee returns to his previous place (read more about the temporary transfer of an employee here);
- to replace who quit ;
- change in the structural unit to which the employee belongs.
An employee can request a transfer without prior agreement with his superiors only on the basis of a medical report.
Sample and order form 2020 - 2018
A blank T-5 form is presented below.
And here is a ready-made sample that can be used when drawing up an order.
NOTE. Both printed and handwritten filling is allowed (blue or black pen). However, blots, corrections, illegible text, tears and other violations are prohibited. If an error is discovered, a new document should be drawn up and the old one should be torn.
leave order
Related publications
All issues related to the provision of vacations to employees of enterprises and organizations are regulated in Chapter 19 of the Labor Code of the Russian Federation (LC RF). Leave is issued by the appropriate order of the employer. The unified form T 6a of such an order is an analogue of form T 6, but is presented in the form of a table and is filled out for several employees at once. If, according to your vacation schedule, several people go on vacation at the same time, it is more convenient to fill out this form. This document was assigned code 0301019 according to the All-Russian Classifier of Management Documentation (OKUD). The unified form T 6a was approved by Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1. When drawing up an order, it should be taken into account that the employee’s annual basic paid leave is 28 days (Art. 115 of the Labor Code of the Russian Federation) and can be extended (extended main leave) on the basis of the current legislation (Labor Code of the Russian Federation and other federal laws), and also divided into parts, but not less than with the provision of 2 weeks of leave at a time. Holidays and non-working days are not included and are not taken into account in the total period of main leave.
Also, the employee may be granted additional leave, both paid (Article 115-120 of the Labor Code of the Russian Federation) and without pay (Article 128 of the Labor Code of the Russian Federation).
An order for basic leave for employees is prepared in accordance with a pre-compiled vacation schedule (Article 123 of the Labor Code of the Russian Federation). The universal form T 6a of the order is filled out in the personnel department of the enterprise or organization by its manager. The form of this document is drawn up in two copies, one of which remains in the personnel service, and the second is sent to the accounting department for calculating vacation pay.
In order to qualify for the first leave from a new employer, the employee must have worked for him continuously for at least six months after employment. Before this period, leave can be taken out by persons under the age of 18 years, adoptive parents of infants (up to three months), women in the period before and after the birth of a child.
An employee's vacation may be divided into parts by mutual agreement with the employer. It is also possible to recall an employee from vacation (with his consent), provided that another period convenient for the employee is provided for rest or unused time is added to the next vacation.
The order is drawn up at least two weeks before the start of the vacation, which each employee must familiarize with signature.
Instructions for filling
The document must fill in all fields containing the following data:
- Codes for OKUD and OKPO.
- Name of the organization (an abbreviated version is allowed, for example, Romashka LLC or Individual Entrepreneur Svetly V.A.).
- Date of compilation and date of translation in the format 12/11/2017.
- The final date of transfer is filled in in cases where it is initially known that the employee will replace another employee temporarily, and the deadline is determined. Temporary transfer is possible in many situations, for example:
- replacing an employee who went on maternity leave, the end of which is known;
- replacing an employee who received a medical contraindication, for which treatment was prescribed, the end date of which is known;
- the transferring employee received a temporary medical contraindication, and the end date of treatment is also known, etc.
In other cases, put a dash in this field (it is also possible to simply leave it blank).
- Full last name, first name and patronymic of the employee, his personnel number.
- Type of transfer – permanent or temporary. In the case of a temporary one, as a rule, it is known beforehand until what time the employee will occupy another position.
- Next, you need to indicate your previous place of work: indicate the structural unit (if any) - usually a department, as well as the full name of the position. The name must exactly match that specified in the employment contract, work book and other documents.
- Similar information is provided for the new location (regardless of whether it is temporary or permanent): the name of the structural unit (if any) and the title of the position.
- The salary is described by the tariff rate and bonus (if any). The amount is indicated in numbers accurate to kopecks (if necessary, the symbol “00” is written). If there is no allowance, the field should be left blank.
- The last part indicates the date of preparation and number of the employment contract. The responsible person (usually the director of a division or branch) puts a signature, a transcript of the signature (last name, initials) and writes the full name of his position.
- In the very bottom line, the employee must put his personal signature and date of review. A similar signature and date are entered in the internal documentation register, which is kept in free form.
NOTE. In the line “Date... from... to...” fill in the date of transfer. As for the line “by”, there are different versions of its origin, one of which is discussed above (temporary translation). Along with this, sometimes instead of a date, a possible reason is prescribed that would stop working in a new place - for example, complete recovery and removal of relevant medical contraindications.
Reverse side of the order
An employee of the HR department, at his own discretion (as well as at the request of management), can create notes on the reverse side:
- about undelivered items that are still owned by the employee;
- about the equipment for which he is still responsible;
- about unsubmitted documents that he must bring within the established time limits and others.
The company can use its own sample transfer order instead of (or along with) the T-5 form. However, it is preferable to use this document - it is convenient because it contains almost all the necessary fields and is filled out simply and clearly.
How to reflect the tariff rate
This issue also needs further consideration. Current labor legislation provides that if an employee is transferred to a position that obviously should be paid lower due to medical contraindications, then the lower pay is not allowed. The Labor Code prescribes maintaining average earnings at the current place for at least 1 month from the day the transfer is made.
Moreover, if the disease is directly related to professional activity (for example, injury as a result of an accident at work), then the average earnings from the old place of work should be maintained until the day when:
- the employee will fully recover;
- or permanent disability will be recognized, the onset of which occurred as a result of an industrial injury or other disease associated with professional activity.
Both cases must be supported by relevant medical documents. In such non-standard situations, you should not rush to fill out - first you need to carefully analyze the situation and find out the position of the current labor legislation.
Order (instruction) on granting leave to employees. Form T-6a
Form T-6a - order (instruction) on granting leave to employees is used to record and register leave granted to employees of the organization. The document is drawn up in accordance with current legislation, employment contracts and other legal documents.
The order is issued on the basis of:
- written statements from employees;
- vacation schedule;
- calculation notes.
Other documents may also serve as the basis for the order. These include: a certificate of incapacity for work, a call to a session from an educational institution, a certificate confirming the length of service, a child’s birth certificate.
The order is issued by a personnel service employee or another person entitled to do so. The document is signed by the head of the enterprise or institution and in the introductory part by the employees receiving leave.
When filling out the order form, the HR department employee must indicate the name of the enterprise, the date and number of the leave order, the names of the employees and their personnel numbers, the names of departments and positions. Also, for each employee it is necessary to indicate the type of leave (main or additional annual, paid or unpaid, educational, maternity, child care, etc.). Payments to employees are made in accordance with the law and internal regulations. The document indicates the number of vacation days, its full period, indicating the start and end dates.
Based on the order to grant leave to all employees specified in the order, appropriate notes are made in the personal cards and personal accounts of employees, and the accounting department also calculates wages for leave. When issuing an order for one employee, form T-6 is used.
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Rules for transferring an employee
The transfer of an employee to another position within the organization is carried out using an order. The grounds for its registration are:
- employee statement;
- memo with reasoned arguments.
The order can be issued in any form or according to an approved template.
Executing an order according to an arbitrary scheme
To simplify the preparation of administrative documentation for the enterprise, we recommend forms T-5 of the order for transfer to another position at this link. An order of any text form can also be executed on the company’s letterhead. In this case, the recommendations of the regulatory documentation in force in the country are taken into account. A sample order for transfer to another position within the organization will help the employer correctly draw up the administrative documentation of the organization, which must contain the following elements:
- details of the employee to be transferred;
- the basis for the employer's actions;
- salary amount.
Approved order forms
Forms T-5 and T-5A belong to the unified category, the use of which is very convenient due to the presence of all the required fields. The unified form T-5 of an order for transfer to another position allows you to easily fill it out without the need for consultation with personnel specialists. It already contains all the details of the enterprise. Using the hints, you can fill in all the columns step by step. The convenience of the form also lies in the provision of information for the employer and employee on the back side of the document about material and property assets, which at the time of registration of administrative documentation were not submitted and are in debt to the employee.
Is it possible to refuse a transfer?
It is important to pay attention to the fact that each employee of the company is given the opportunity to refuse to transfer to another position offered by the employer. The reasons for refusal can be absolutely any. In addition, the employee has every right to demand from the employer another position that will correspond to his skills and qualifications. In case of transfer, it is necessary to draw up an addition to the employment contract, where the new terms of the employment agreement will be recorded.
There are also a number of situations in which the employer does not have the right to prevent a transfer at the initiative of the employee. Such situations include the employee’s pregnancy, the presence of medical conditions that prevent her from working, and other examples. It is important to pay attention to the fact that a transfer due to a reduction in staff and the relocation of an organization to another location must be supported by the written consent of an employee of the enterprise.
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