When reducing personnel, the employer draws up an order to exclude the position or structural unit from the staffing table. Further, the company develops a new schedule, coordinating it with the management.
Necessary
- - labor legislation;
- - staffing table;
- - constituent documents of the organization;
- - order forms;
- - the seal of the enterprise.
Instructions
Step 1
Read the conditions for excluding a position from the staffing table in accordance with labor laws. It becomes possible in special conditions (crisis, changes in organizational, technological working conditions, etc.). Bring the situation to the attention of the employee whose position is planned to be laid off no later than two months before the proposed procedure. The position is removed from the staffing table immediately after the order to change it comes into force.
Step 2
Start drawing up the order. In its header, you must indicate the name of the organization in accordance with the charter or other constituent documents. Write the number and date of publication of the order, then the date of the change in the staffing table, the address of the institution. Designate the topic of the document in the form of a local act on changes to the staffing table. Indicate their reason for drawing up the order, which is usually a reduction in staff. Include in the administrative part the name of the post to be excluded from the schedule. Responsible for the execution of the order will be a personnel employee of the enterprise or, in his absence, the general director. Certify the document with the signature of the person in charge.
Step 3
Issue an order to cut staff. Indicate in it the name of the position excluded from the staffing table, as well as the personal data of the employee who occupied it. Certify the director's signature and familiarize the downsized employee with this document.
Step 4
Be aware of the timing of the downsizing measures. They should be carried out in such a way that the employee is notified of the reduction no later than two months before the entry into force of the corresponding order. To do this, you need to send him a notification for signature. The second copy of the notification is attached to the employee's general file.
