Some managers in the process of economic activity of the organization conclude fixed-term employment contracts with employees, that is, contracts for a specific period. Often, such legal documents are drawn up in the case of hiring an employee for seasonal work. Sometimes situations arise when it is required to make some changes to the concluded agreement.
Instructions
Step 1
Notify the employee when you make any changes to a fixed-term employment contract. For example, you are lowering your wages. Notify the employee about this two months before the entry into force of the order. If you want to change the schedule, please also issue a notification. The employee must draw up a written consent or sign the incoming notification.
Step 2
Modify a fixed-term employment contract with an additional agreement. Be sure to indicate in it the old version of the fixed-term contract and then write a new one. For example, suppose you change a wage clause. The text should be something like this: "In paragraph (indicate the number) in the following edition: (indicate the modified fragment) make changes (indicate which)".
Step 3
Draw up a supplementary agreement in duplicate, one of which will remain with you, and the second with the employee himself. Both copies are signed by both parties and affixed with the blue seal of the organization.
Step 4
If you want to change the term of the contract, that is, to extend it, then it is better to renegotiate it with a new one. Since tax inspectors do not give an unambiguous answer to the question: is it possible to extend a fixed-term employment contract by drawing up an additional agreement.
Step 5
If you want to transfer an employee from a fixed-term employment contract to an indefinite one, then simply continue the employment relationship, that is, there is no need to draw up an application for dismissal (employment), orders. This situation is considered in the Labor Code of the Russian Federation, namely in Article 58 of Chapter 10.
Step 6
If you terminate a fixed-term employment contract earlier than the deadline specified in it, then you violate one of its conditions, which leads to penalties. In this case, the legal document can only be terminated with the consent of the employee himself.
