How to properly notify about changes in the terms of an employment contract

Notification of changes in the terms of the employment contract

The formation of a notice of change in the clauses of the employment contract occurs when the employer unilaterally decides to change any aspect in the relationship with the employee.

Reasons for change

In total, in accordance with the Labor legislation of the Russian Federation, there are two types of reasons why legal changes can be made in the employment contract between the employer and his subordinate. The first ones are technological, i.e. when an enterprise introduces various innovations in the production process (for example, new equipment is purchased, modernization is underway, a change in activity direction occurs, etc.). But such reasons are not as common as the second type - organizational.

Organizational reasons include a change in the name of a legal entity or its reorganization (merger or, on the contrary, fragmentation of structural divisions), “moving” of the company to another locality, and a change in the operating mode of the enterprise.

In all other cases, for example, when editing the company’s regulatory documentation (internal labor regulations, including staffing), changes made to the employment contract may be considered illegal (especially if they lead to a deterioration in the work of employees - namely In such situations, legal action most often occurs).

What changes may be

Most often, in contracts between the parties to labor relations, clauses regarding wages change, including salary, allowances, bonuses, compensation, as well as what relates to working time (for example, changes occur in the work schedule, part-time work is introduced, etc. .p.), it is also possible to change the name of the employee’s position.

However, with all this, it is completely unacceptable for the list of the employee’s main responsibilities to change (in this case, if there is a real need, the most optimal way is to transfer him to another position within the company).

Notification procedure

The first step to change the terms of the employment contract can be taken by both the employee and his employer. Moreover, if in the first case everything is more or less clear, management can either accept or reject the employee’s proposal, then in the second case everything is somewhat more complicated.

If management has decided to make some changes in the work of employees, it has the right to make them unilaterally.

But at the same time, it is obliged to notify subordinates about them in writing within the period established by law. The notification must indicate the reason why the changes are necessary, as well as a link to the article of the law that is directly related to them.

And only after this, information about all changes is included in the current employment contract by drawing up an additional agreement with the employee. From the day it is signed by the parties, the employee begins to perform his functions under new conditions.

When should employees be notified?

Notification of changes planned to be made to the employment contract must be made at least two months before the event itself.

During this time, the employee can decide whether to agree with them or refuse and try to find a new job. Moreover, if the employee agrees to the changes proposed to him, they can be included in the employment contract before the two-month period expires.

It should be noted that one of the key points when an employer changes the terms of an employment contract is his obligation to inform his subordinate about available vacancies within the company. This is necessary so that the employee has the opportunity to stay in the company if suddenly he is not satisfied with the innovations that management is introducing in relation to his current position. At the same time, the vacancies offered by the employer must correspond to the education, work experience, and qualifications of the employee. However, the law gives the latter the right to refuse them if he considers it most appropriate.

Is it possible to do without notification?

Notification by the employer of a subordinate of an upcoming change in the conditions in his employment contract is his direct responsibility. Violation of this procedure may lead to administrative punishment (fine) of the enterprise and management personnel from supervisory control agencies (for example, during inspections by the labor inspectorate). Also, in the absence of notification, an employee can easily challenge the changes that have occurred in court.

Who writes the notice

The notification can be written by any employee of the organization authorized to create such papers either in accordance with the job description or a separate order of the director. Most often this is a specialist or head of the personnel department, a lawyer or a secretary.

How to write a notification

Notification of changes to the terms of the employment contract can be made in any form. However, if the enterprise has its own document standard, then the notification should be written according to its model. It would be good if the notification format is specified in the company's regulations.

Document preparation

The notification can be generated on a simple sheet of paper or on a form with company details and a logo. It may be handwritten or printed - it does not matter in determining its legality. However, the electronic form must be printed in order to put the necessary signatures on it.

Who should sign

The notification must be signed by a responsible employee of the company. The best option is if it is the director’s autograph, but this is not always possible, especially in large enterprises where there is a large staff and many structural divisions, so an employee of the personnel department or another person involved in creating and sending out such notifications can sign for the director.

Registration and accounting

For each employee who is affected by changes in the employment contract, his own separate notice must be generated.

Information about the document should be entered in a special log of outgoing correspondence (in which case it will serve as evidence of the creation and sending of the notice to the interested employee).

Sample notification of changes in the terms of an employment contract

If you need to create a notice of changes in the terms of an employment contract that you have not encountered before, look at its sample and comments to it - taking them into account, you will probably be able to write the necessary document without much effort.

1. First of all, indicate on the form from whom and to whom it is being sent.
2. Then, using a polite form of address (name, patronymic with the epithet “dear”), notify the addressee about the new working conditions offered to him.
3. Indicate the date on which they come into force.
4. To avoid further misunderstandings, be sure to indicate the real reason why the changes became necessary, and also provide a link to the article of the law in accordance with which you are acting.
5. Do not forget to mention in the notice any available vacancies in the organization that can be filled by the employee if he refuses to accept the new working conditions in his current position.
6. If there are none, also indicate this, adding that if he refuses to agree to changes in the employment contract, then he is subject to dismissal.
7. Finally, sign and date the form.

How to draw up a notice of change in the terms of an employment contract

In what cases is it compiled?

According to Part 1 of Article 74 of the Labor Code of the Russian Federation, if necessary, the head of the enterprise has the right to edit the essential provisions of the employment contract:

• due to changes in work organization or production technology;
• in case of structural reorganization of the company.

This paper is required if the essential provisions of the contract concluded with the worker change:

• place of work;
• professional responsibilities and work procedures;
• start of work and period of work (if the contract is concluded for a certain period);
• amount of remuneration and payment procedure;
• working conditions, etc.

Employees affected by the changes are sent a notice of changes in the essential terms of the employment contract; they must be familiarized with it against their signature.

Deadlines for communicating information to employees

The employee must be informed about innovations no later than two months in advance. And if the employer is an individual, then, according to Article 306 of the Labor Code of the Russian Federation, the employee is notified at least two weeks in advance.

If the employer is a religious organization, it is permissible to inform the employee about changes in work activities at least a week in advance.

If the employer does not have the opportunity to deliver the notice of change in working conditions to the employee personally, it is sent by mail - registered mail with acknowledgment of receipt and a list of the contents. This must also be done two months before the changes to the agreement come into force.

Document preparation

This document does not have a unified form; it can be drawn up arbitrarily, but on the organization’s letterhead. The document is drawn up in two copies. The employee will have to sign each of them. One copy remains with the employer, the second is given to the employee.

Sample notification of changes to the terms of an employment contract for 2020

The document must list:

• description of new circumstances indicating the reasons for innovations;
• the date of their entry into force;
• an offer to transfer to vacant positions (if any, which must be reported two months in advance) if the worker is not satisfied with the new rules.

If an employee does not agree with the employer’s proposal, he will be fired (grounds – clause 7 of Article 77 of the Labor Code of the Russian Federation). Otherwise, he informs the employer that the innovations suit him. The parties sign an additional agreement, which is approved by order of the manager.

Document storage

A notification to an employee about changes in the terms of an employment contract is registered in the notification register and stored at the enterprise in the personal file of the worker for 75 or 50 years, depending on when they were entered (indication of this is in Article 22.1 of the Federal Law of October 22, 2004 N 125-FZ ).

Required documents

Any changes made to the employment contract must be documented.
Example: if it is planned to introduce new technologies due to worn-out equipment and its modernization, the following is necessary:

• technical certificates of old and new equipment;
• conclusion on examination of equipment wear;
• memo from the manager on the need to change the working regime.

Such documentation confirms the fact that the employer is unable to maintain the same working conditions and the need for change. On its basis, an order is issued and recorded in a special journal. By order, notifications are prepared to employees for whom adjustments are planned.

Each notice of a change in the terms of an employment contract must be drawn up personally, based on the employee’s qualifications and the possibility of providing him with a different position in the event of his disagreement. Then they are subject to registration in the appropriate journal with individual numbers assigned.

Notifying the employee about changes in the terms of the employment contract

Having reached agreement on the main issues of labor relations (place of work, labor function, terms of remuneration, working hours, etc.), the employer and employee enter into an employment contract between themselves (Article 56 of the Labor Code of the Russian Federation). In the future, changes in the terms of the employment contract determined by the parties are generally allowed only by agreement of the parties, concluded in writing (Article 72 of the Labor Code of the Russian Federation).

However, situations are possible when changes to the agreed conditions are allowed at the initiative of the employer and without the consent of the employee. For example, temporary (for a period of up to one month) transfer of an employee to another job in the event of an industrial accident (Part 2 of Article 72.2 of the Labor Code of the Russian Federation), involving an employee in overtime work to eliminate unforeseen circumstances at transport, water supply or communications facilities (Part 3 Article 99 of the Labor Code of the Russian Federation), attracting workers to work on weekends and non-working holidays to prevent the consequences of a natural disaster (Part 3 of Article 113 of the Labor Code of the Russian Federation), etc.

The reasons why the employer has the right, on his own initiative, to change the terms of the employment contract determined by the parties, also include changes in organizational or technological working conditions, under which previously agreed conditions cannot be maintained (Article 74 of the Labor Code of the Russian Federation). In this case, we will tell you how the employer can draw up a notification to the employee about changes in the terms of the employment contract in our consultation.

If organizational or technological working conditions change

Changes in organizational or technological working conditions may include changes in equipment and production technology (for example, the introduction of new technologies, machines and mechanisms, improvement of workplaces, development of new types of products), structural reorganization of production, changes in work and rest schedules, introduction, replacement and revision labor standards, etc. If, as a result of such changes, the terms of the employment contract with the employee determined by the parties cannot be preserved, the employer has the right to change them (with the exception of changing the employee’s labor function) (Part 1 of Article 74 of the Labor Code of the Russian Federation).

Notice period for changes in the terms of the employment contract

In general, the minimum period within which the employer must notify the employee of upcoming changes is 2 months (Part 2 of Article 74 of the Labor Code of the Russian Federation).

If the employer is an individual (including an individual entrepreneur), the employee must be notified at least 14 calendar days in advance (Article 306 of the Labor Code of the Russian Federation).

When the employer is a religious organization, the employee can be notified just 7 calendar days in advance (Part 4 of Article 344 of the Labor Code of the Russian Federation).

Form of notification of changes in the terms of the employment contract

A notice of changes in the essential terms of an employment contract is drawn up in any form. In the notice, the employer must indicate what the upcoming changes to the terms of the employment contract are, as well as the reasons for these changes.

The notice must note that if the employee does not agree to work under the new conditions, the employer will offer him in writing another job available to him (including a vacant lower-ranking position or a lower-paid job). And if the employer does not have any other work or the employee refuses it, the employment contract will be terminated in accordance with clause 7 of part 1 of art. 77 of the Labor Code of the Russian Federation (an employee’s refusal to continue working due to a change in the terms of the employment contract determined by the parties).

If reasons of an organizational or technological nature may lead to mass dismissal of workers, the employer has the right, taking into account the requirements of Art. 372 of the Labor Code of the Russian Federation introduce a part-time regime for up to 6 months. If the employee refuses to work in this mode, the employment contract with him is terminated in accordance with clause 2, part 1, art. 81 of the Labor Code of the Russian Federation (reduction of the number or staff of employees of an organization, individual entrepreneur).

The employer must confirm that the employee is familiar with the upcoming changes. For this purpose, the notice provides space for the employee’s personal signature, as well as for the employee to mark his consent or disagreement to work under the new conditions.

Here is a sample notification of changes to the terms of an employment contract.

Sample notification of changes in the terms of an employment contract

In most cases, an employment contract is concluded with employees hired by the organization. Over time, circumstances may influence changes in some of its points. In case of significant changes, the employer is obliged to notify the employee about this.

An employment contract is an agreement between an employee and an employer, which stipulates:

• work schedule;
• remuneration procedure;
• obligations and rights of each party;
• any peculiarities of working in a particular organization.

All clauses of the contract must comply with labor laws. The conditions specified in the document are divided into essential and additional. Essential conditions determine the exact relationship between the employee and the employer and include:

• employee data;
• information about the party providing the work;
• labor regulations adopted by the organization or established for a specific employee;
• place of performance of labor duties;
• job title;
• the procedure for remuneration and its size;
• working conditions.

Additional conditions may clarify the nature of the work and be introduced by local regulations with the consent of both parties.

If significant conditions change, the employer is obliged to notify the employee in advance no later than two months before they come into force. In this case, a notification is drawn up and sent for review.

In what cases is it compiled?

It is the right of the employer to make changes to employment contracts in accordance with Art. 74 of the Labor Code, but in compliance with all organizational measures that entail these changes. The basis for drawing up a notification is:

• changes in the technological production process in the organization;
• activities related to staff reduction or optimization.

At the same time, the employee’s labor functions are preserved. Changes initiated by the employer require compliance with documentary and organizational procedures.

Changes to the employment contract can also occur at the initiative of the employee, for example, if he wants to move to another position or change his work schedule. In this case, a written application from the citizen addressed to the head of the organization will be required. If the employer does not object, then the notification will become only a formality that is required to be observed by law.

Procedure for notifying employees

All employees whose essential working conditions are subject to changes must be notified in writing. Labor legislation establishes minimum terms:

• no later than two months before innovations for a legal entity;
• no later than 14 calendar days for individuals;
• no later than 7 calendar days for religious organizations.

The notification can be in the form of a written notice or an order for the organization, which is presented to employees against signature. The document necessarily reflects the reason and nature of the upcoming changes. It is still recommended to use separate notices to avoid labor disputes.

A two-month period is given to the employee so that he either agrees to the proposed new conditions or has the opportunity to find another job.

Document format – sample.

The legislation does not establish a strict form of notification, but requires that it be in writing. The employer can independently develop the document, but in compliance with the required details. The document must contain:

• information about the reasons for the changes;
• the nature of the upcoming changes;
• date of drawing up the document (from this moment the countdown will begin, after which the changes will come into force).

It is advisable to indicate in the notice the period given to the employee to make a decision about working under the new conditions.

The notice must contain:

• name of the document (notification);
• from whom and to whom the document is sent;
• date and number;
• the cause and nature of the changes;
• the date from which the changes will take effect;
• signature of the responsible person.

The employee may be offered a different job if he refuses the proposed changes. Any vacant position in the organization is required to be considered. The text of the notice also specifies the option of dismissal if the employee is not ready to continue working under the new conditions, or is not satisfied with the available vacancies.

Form of notification of changes in the terms of the employment contract: example 1 and example 2

Samples of notifications about changes in the terms of an employment contract:

Regarding notification, the Labor Code does not insist on issuing a document against the employee’s signature, but practice shows that this is how the employer can prove that he notified the employee on time. Therefore, it is drawn up in two copies, one of which, signed by the citizen, is kept in the personnel department, and the second is in his hands.

If the employee refuses to put his signature on the notice, the employer can draw up a corresponding act, which will become evidence in the event of labor disputes.

Employee's response to notice

A decision regarding upcoming changes can be developed by the employer and used in its document flow. This template can be recommended to the employee who will draw up the corresponding application.

There may be several solutions:

1. Agreement to continue working under new conditions.

An additional agreement to the employment contract is drawn up, which specifies new parameters. The personnel service issues an order, which ends the procedure for changing the terms of the agreement between the employee and the administration of the organization.

1. Refusal to work under changed conditions, but consent to transfer to another job in the organization.

If there are vacancies, the employer is obliged to offer them and list them in the notification. These may even be positions lower than those currently occupied and with a lower salary, the condition being the ability to perform the work taking into account the state of health and qualifications.

The transfer is carried out with the written consent of the employee with the execution of an additional agreement to the contract and an order from the head of the organization on the transfer (Article 72.1 of the Labor Code). Then the personnel service makes entries in the employee’s personal card and work book.

1. The employee refuses all options.

The employee has the right to decide to refuse innovations, as well as proposed vacancies. Then the employment contract is subject to termination on the basis of clause 7. Part 1. Article 77 of the Labor Code. This happens on the basis of an order from the organization with full payment for the period worked, compensation for unused vacation and severance pay.

Procedure for changes and notification of the employee

Any change in the employment agreement must be agreed upon with the employee, if he does not agree, the employer, with the exception of certain cases, does not have the right to change anything and issue a decree without the consent of the employees.

The whole process of change occurs as follows:

• A written notice is issued against signature;
• The employee draws up a written consent to the changes;
• Based on these two documents, a change order is drawn up;
• An application is generated indicating the new terms of cooperation.

All documentation is published and stored at the enterprise. Any changes, signatures or expressions of disagreement are recorded in the registration logs and stored in the personnel department.

The application is formed in the same format as the employment contract - after the header, changes are indicated by listing and signed by the parties.

Changing conditions unilaterally

The employer has the right to make unilateral changes in the following cases:

• In the process of reorganizing an enterprise (for example, reorganization in the form of a merger);
• If it was impossible to maintain working conditions, for example, the immediate supervisor was laid off;
• Due to man-made disasters, accidents and other situations beyond our control.

Rules for drawing up a notification

The document does not have a unified form, so each organization has the right to develop its own sample, taking into account the specifics of production, while it is permissible to use an A4 sheet or letterhead with a logo.

The notice should indicate:

• Document title and serial number;
• Indicate future changes in detail point by point;
• Indicate on the basis of which documents and acts changes occur;
• Make a reference to the legislative acts of the Russian Federation;
• Provide a clear effective date for the changes.

In this case, the employer must list all available vacancies at the enterprise, in case the employee disagrees with the changes.

Sample of filling out the notification.

Notifications in case of mass changes, when they concern a large number of employees, can be drawn up on one sheet with a complete list of positions, then an agreement sheet is generated separately to collect signatures, in which employees sign next to their last names. How to draw up an act of refusal to sign – read here.

Sample notification of changes in the terms of an employment contract.

Deadlines for notification

According to the requirements of the Labor Code, the employer is obliged to notify employees at the appropriate time:

• 60 days for legal entities whose activities are not related to religious organizations;
• 14 days for individual entrepreneurs and individuals;
• 7 days for religious organizations.

https://youtu.be/aQ_v-F7QkVI

Sample Notification of Significant Changes in Working Conditions

To update the terms of an employment contract, the employee and employer must reach a mutual agreement. However, there is an exception - if the organizational and technological working conditions change. In this case, the employer can change the document unilaterally, but he will need a sample notification of changes in the terms of the employment contract. Without it, the changes cannot be considered to have entered into legal force. We tell you what an employer can change in an employment contract without the employee’s permission, how to draw up a notice of changes in working conditions, and within what time frame the news must be communicated to subordinates.

In what cases is it necessary to inform employees about changes in the terms of the Employment contract?

An employment contract regulates the relationship between employer and employee. Neither party actually has the right to change its terms without the permission of the other party to the agreement. But there is one exception: if the organization changes the organizational or technological working conditions, it is enough to simply notify the employee about the changes, and not seek his permission.

Let's look at what applies to such changes. In general, they can be characterized as not affecting the employee’s labor function. That is, the employer does not have the right to impose new responsibilities on a subordinate, reduce his rights or increase his responsibility.

Organizational changes:

1. Innovations in the structure of the enterprise, renaming departments, redistribution of powers and subordination, which do not change the responsibilities of the employee. For example, two or several departments are merged and a new division is created.
2. New forms of labor organization are being introduced.
3. The operating mode is changing. For example, the working day starts an hour earlier or is shifted an hour later, and weekends are shifted.
4. Labor or service standards change. This is a controversial issue because in some cases, updating a rule implies a change in obligations under the treaty, and therefore requires bilateral consent.
5. The workload of departments, workshops or positions changes, and as a result, the procedure for remuneration changes.

Technological changes:

1. Other technologies of production, provision of services.
2. Updated equipment.
3. Improved workplaces.
4. Expanding the range of goods and services.
5. Update of technological regulations.

Thus, if an employer plans to change the structure of the organization, update the work schedule, redistribute responsibilities between departments or changes work regulations, he can initiate an update of the terms of the employment contract. If the changes imply that the employee’s functions will change, changing the document unilaterally is prohibited.

If an organization has signed a collective labor agreement, innovations cannot worsen the position of employees recorded in it.

How to draw up a Notice of Change in Working Conditions

A change in labor relations at the initiative of the organization begins with the preparation of a notification to employees. This document contains information about the proposed innovations, their necessity and reasons, as well as the time of entry into force. It is drawn up in free form, but is considered legal only if it contains the following information:

1. Reasons for changes. For example, “in order to increase the productivity of the enterprise”, “in order to optimize the production process”, “in order to improve the comfort of workplaces and create a more favorable atmosphere in the team.”
2. What provisions of the contract are changing - indicating sections and clauses. Indicate a new version of the amended provisions.
3. The period within which the employee must notify the employer of agreement or disagreement with the changes. If time permits, it is recommended to allow at least a few days to think it over. For example, “notify your immediate superior of your decision by May 1, 2020.”
4. Consequences of refusal to accept new conditions. Among them are transfer to another position or dismissal by agreement of the parties.

A mark is made on the notification form for the employee’s signature - this way he will confirm that he agrees or disagrees with the document. To avoid controversial situations, the date of delivery is stamped on the document. Neglect of the notification, its incorrect preparation or late provision to the addressee are grounds for complaints to the labor inspectorate, prosecutor's office or court.

Download a sample notification of significant changes in working conditions: Notification of changes to the employment contract

Deadlines for communicating information to the employee

The period within which the organization (legal entity) informs the employee about the changes is limited to 2 months before they come into force. That is, if updates come into force on June 1, you must notify subordinates about them before April 1. There are only 2 exceptions:

• self-employed employers notify employees within 2 weeks;
• in religious organizations it is allowed to inform employees about upcoming changes in just 1 week.

Conclusion

If an employer plans to introduce organizational and technological changes to the work process, he updates the employment contracts of his employees. If the innovations do not affect the employee’s labor function or do not worsen his situation, it is possible to initiate a change in the agreement unilaterally. To notify subordinates, the employer prepares a notice 2 months in advance, which reveals the reasons and essence of the upcoming changes. The employee has the right to refuse - then he is offered a new position or fired by agreement of the parties.

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Notification of changes in working conditions

Articles on the topic

The Labor Code specifies the employer's obligation to notify the employee of changes to the employment contract. The article contains a sample notice of changes in working conditions, how to draw it up and how to familiarize it to the employee.

Notification of changes in significant working conditions - sample

If conditions at the workplace change in one direction or another for technical or organizational reasons, the employer is obliged to change the terms of the employment contract. This can only be done with the consent of the employee and in compliance with the procedure established by law.

The employer is obliged to inform the employee about upcoming changes in writing, in a notice, no later than 2 months in advance (Article 74 of the Labor Code of the Russian Federation).

The form of notification is not established at the legislative level, so the employer can draw up this document in any form, taking into account the provisions of Art. 74 Labor Code of the Russian Federation.

Sample notification of changes in significant working conditions

The term “essential conditions of an employment contract” was used in legislation until 2006; subsequently it was replaced by the term “mandatory conditions of an employment contract.”

The list of mandatory and additional conditions of an employment contract is given in Article 57 of the Labor Code of the Russian Federation.

Mandatory terms of the employment contract

– these are mandatory provisions that must be reflected in the employment contract with the employee.

– start date of work;

– validity period (for a fixed-term employment contract) and grounds for concluding the contract;

– terms of remuneration;

– compensation for hard work and work in harmful and (or) dangerous conditions;

– conditions that determine the nature of the work (mobile, traveling, etc.);

– working conditions in the workplace;

– about clarification of the place of work and the workplace;

– on non-disclosure of secrets protected by law (state, official, commercial, etc.);

– on the employee’s obligation to work after training for no less than the period established by the contract, if the training was carried out at the expense of the employer;

– on the types and conditions of additional employee insurance;

– on improving the social and living conditions of the employee and his family members;

– on clarifying, in relation to the employee’s working conditions, the rights and obligations of him and the employer established by labor legislation and other regulatory legal acts.

The fact of a change in the specifications is established during a special assessment.

In order to make changes to an employment contract, a written agreement must be drawn up between the employee and the employer. Therefore, additional agreements based on its results are drawn up for employees of the organization that carried out the SOUT. For new employees hired after a special assessment, working conditions are written down based on its results in the employment contract itself.

An additional agreement must be drawn up for each party to the employment contract. Confirmation of the fact that the employee has familiarized himself with the additional agreement is the signature on the employer’s copy.

Anastasia Bakulina – Editor-in-Chief of the website Trudohrana.ru

What conditions can be changed?

This notice is drawn up in cases where the management of an organization is forced to make a number of organizational decisions that entail the need to change certain provisions of labor agreements with employees. These include clauses about wages, work schedule, place of work, etc.

The labor legislation of the Russian Federation contains a list of essential (basic) working conditions, the change of which must be accompanied by the preparation of an appropriate notice:

1. Place of work;
2. Position and list of official responsibilities;
3. Start date of work and its duration (if concluding a fixed-term employment contract);
4. The amount of wages and the procedure for calculating them;
5. Working conditions for certain legally defined categories of the population.

This list contains the so-called essential working conditions, changes of which are allowed in exceptional cases:

• Transfer of an employee within the organization (staff optimization);
• Reorganization of the enterprise due to the introduction of new production technologies.

In this case, the employee’s voluntary consent to change working conditions is required, with the exception of his short-term transfer to another position (for a period of up to 1 month).