Requirements for an order to transfer an employee to another position
Posted: Tue Jan 21, 2025 9:12 am
Current legislation allows for the execution of an order on transfer to a new position in a free form. However, most companies adhere to the old, still actively used form No. T-5. And this choice is logical: this form contains all the necessary data, including information about the employer, employee, former and new place of work, reasons for the transfer, etc.
If you prefer a more modern approach, the order must include the following information:
Full name of the employee in respect of whom the document is approved;
the date from which he is transferred to a new post;
previous place of work/position;
type of transfer (temporary/permanent);
information boost your business with our doctor database about the new place of work and position;
the basis for such a decision;
the amount of the employee's salary, tariff rate, allowances, and bonuses, if the latter are provided.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
Read more posts on my personal blog:
I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153337
When a person is transferred on a permanent basis, the "Date" column is not filled in. And in the case of a temporary transfer, the end date may not be known, so one of the methods is used:
In the “Date” field, the event (in words) is entered after which the employee ends his/her activity in a temporary position;
The "By" column is not filled in until the event is over, but this approach is only acceptable with the consent of both parties.
The order is filled in by hand or in typewritten form. In any case, the document is prepared in one copy, after which the manager signs it, and the paper is handed over to the employee for review.
Read also!
"Non-material motivation: why is it needed and how to organize it"
Read more
When preparing an order, remember the following nuances:
In case of permanent relocation, only the date of commencement of work at the new location is indicated.
When changing a position temporarily, the start and end dates of work are specified - you will see this in any sample of a temporary transfer to another position. If it is not possible to specify the second, it may not exist. For example, a person is transferred for the period of absence of the main employee, and its end is not established, since the employee being replaced is incapacitated for a long period. Or a pregnant employee can be transferred to another place at the insistence of doctors.
The order to transfer an employee is not sealed.
At the employee’s request, the employer provides him with a certified copy of the order in accordance with Article 62 of the Labor Code of the Russian Federation.
If you prefer a more modern approach, the order must include the following information:
Full name of the employee in respect of whom the document is approved;
the date from which he is transferred to a new post;
previous place of work/position;
type of transfer (temporary/permanent);
information boost your business with our doctor database about the new place of work and position;
the basis for such a decision;
the amount of the employee's salary, tariff rate, allowances, and bonuses, if the latter are provided.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
Read more posts on my personal blog:
I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153337
When a person is transferred on a permanent basis, the "Date" column is not filled in. And in the case of a temporary transfer, the end date may not be known, so one of the methods is used:
In the “Date” field, the event (in words) is entered after which the employee ends his/her activity in a temporary position;
The "By" column is not filled in until the event is over, but this approach is only acceptable with the consent of both parties.
The order is filled in by hand or in typewritten form. In any case, the document is prepared in one copy, after which the manager signs it, and the paper is handed over to the employee for review.
Read also!
"Non-material motivation: why is it needed and how to organize it"
Read more
When preparing an order, remember the following nuances:
In case of permanent relocation, only the date of commencement of work at the new location is indicated.
When changing a position temporarily, the start and end dates of work are specified - you will see this in any sample of a temporary transfer to another position. If it is not possible to specify the second, it may not exist. For example, a person is transferred for the period of absence of the main employee, and its end is not established, since the employee being replaced is incapacitated for a long period. Or a pregnant employee can be transferred to another place at the insistence of doctors.
The order to transfer an employee is not sealed.
At the employee’s request, the employer provides him with a certified copy of the order in accordance with Article 62 of the Labor Code of the Russian Federation.