Sometimes in the work of an organization it is simply necessary to transfer an employee to a fixed-term employment contract, for example, when performing temporary work (up to 2 months). HR workers may have several questions: how to make a translation and how to document it? Is it even possible?
Instructions
Step 1
To transfer an employee from an open-ended employment contract to a fixed-term one, it is necessary to obtain his consent. Even if he gave it, you will have to carry out the dismissal procedure, because two contracts cannot operate at the same time.
Step 2
When you terminate the old contract, you must pay the employee compensation for unused vacation or provide an annual statutory vacation with subsequent dismissal. Also, do not forget to make a note of dismissal in the work book.
Step 3
It should be borne in mind that the transfer of an employee from one contract to another is carried out with his written notice two months in advance.
Step 4
After that, a new fixed-term employment contract is drawn up. All documents, applications must be reissued. The work experience for granting leave begins anew for this employee. Including it is necessary to re-enter a personal card, case and assign a personnel number.
Step 5
Accordingly, the staffing table and, possibly, the vacation schedule are changing. All this is done only according to the order of the head of the organization. A new employment record is entered into the work book.
Step 6
It should also be borne in mind that when concluding a fixed-term employment contract with an employee, a probationary period is not established. And the employer must inform the employee of the early termination of such an agreement at least three calendar days in advance.
Step 7
A fixed-term employment contract is concluded for no more than six months. It is drawn up as usual, that is, in duplicate, one of which is transferred to the head, and the second remains with the employer.
Step 8
The end of a fixed-term employment contract can be either a specific date or the end date of work, for example, during seasonal periods of work. The start date can also be the agreed date; in case of its absence, the employee must start the next day after the conclusion of such a document.
