Types of translation and general rules
Posted: Wed Jan 08, 2025 4:17 am
The methods of registration depend on whether the transfer is permanent or temporary.
Temporary transfer
In this case, the terms should be discussed. According to the law, if a temporary transfer of an employee to another position occurs to replace an absent employee, the transfer remains in effect until he or she returns (for example, after completing military training or maternity leave). Otherwise, employees can be transferred by agreement of the parties - for a period of up to one year.
If this period has expired, the employee has not been returned to the previous position, and he himself has not requested it, the transfer becomes permanent. In this case, the employee's position can be changed again only with his consent.
A temporary transfer is formalized with the help norway whatsapp phone number of an additional agreement and with the written consent of the employee.
A temporary transfer without the employee's consent for up to one month is only possible in cases of force majeure and a threat to human life. For example, doctors could be urgently transferred to new positions during a pandemic, and utility service employees - during the liquidation of the consequences of a hurricane in Moscow.
There is no need to record information about a temporary transfer in the work record book. Employers, not employees, should monitor its expiration date. Sometimes a temporary transfer is not beneficial to employees, and they may refuse.
The Supreme Court of Russia listed the cases when an employee may evade a temporary transfer:
violations of labor protection requirements that are dangerous to life and health;
transfer to hazardous work that is not provided for in the employment contract.
Here's another example: the boss went on maternity leave, and the company temporarily offered one of the specialists to take her position. It turns out that he will work as a manager for three years, but then will not be able to confirm this with an entry in the work record. Moreover, when the boss returns, the employee replacing her will again be made an ordinary specialist.
In such cases, employees prefer to quit and sign a fixed-term contract for a new position as department head.
Temporary transfer
In this case, the terms should be discussed. According to the law, if a temporary transfer of an employee to another position occurs to replace an absent employee, the transfer remains in effect until he or she returns (for example, after completing military training or maternity leave). Otherwise, employees can be transferred by agreement of the parties - for a period of up to one year.
If this period has expired, the employee has not been returned to the previous position, and he himself has not requested it, the transfer becomes permanent. In this case, the employee's position can be changed again only with his consent.
A temporary transfer is formalized with the help norway whatsapp phone number of an additional agreement and with the written consent of the employee.
A temporary transfer without the employee's consent for up to one month is only possible in cases of force majeure and a threat to human life. For example, doctors could be urgently transferred to new positions during a pandemic, and utility service employees - during the liquidation of the consequences of a hurricane in Moscow.
There is no need to record information about a temporary transfer in the work record book. Employers, not employees, should monitor its expiration date. Sometimes a temporary transfer is not beneficial to employees, and they may refuse.
The Supreme Court of Russia listed the cases when an employee may evade a temporary transfer:
violations of labor protection requirements that are dangerous to life and health;
transfer to hazardous work that is not provided for in the employment contract.
Here's another example: the boss went on maternity leave, and the company temporarily offered one of the specialists to take her position. It turns out that he will work as a manager for three years, but then will not be able to confirm this with an entry in the work record. Moreover, when the boss returns, the employee replacing her will again be made an ordinary specialist.
In such cases, employees prefer to quit and sign a fixed-term contract for a new position as department head.