How to execute orders to reduce
The order to reduce the number of staff or staff is drawn up by the employer in any form, although you can use samples from any reference system. This may be an order for changes in staffing or an order for staff reduction measures, for example. The order is given a number, it indicates the date, as well as the formal reason for its publication, for example, “In connection with the organization and staffing events I order. ".
The main part of the reduction order is a list of reduced staff units, with an indication of their number and affiliation to a structural unit, as well as the date from which the coming changes take effect.
In addition, the order should reflect the full range of activities carried out in connection with personnel changes in the organization. It should indicate to whom and at what time it should: decide who will be fired by name; inform the employment service that they will have new customers; prepare notices for employees and familiarize them with the latter; to offer, in accordance with the labor legislation, the vacated employees another position in the enterprise in the presence of vacancies; Finally, prepare orders for termination of the employment contract.
The order on reduction measures is signed by the head of the organization and the chief responsible for implementation (confirming his familiarity).
The employer is obliged to draw up an order to reduce the number of staff or staff and to familiarize him with dismissed employees no later than two months before the dismissal. However, it should be put into action exactly from the same time that the order to terminate an employment contract with an employee, otherwise there will be a paradox: the staff unit has already been reduced, and the employee still works on it for two months, and on what basis.
The publication of the order to dismiss an employee is the final stage of a set of measures to reduce staff. The basis for the order to reduce staffing is the form of the usual order of termination of an employment contract, which is in any reference and legal system. This is a unified form of T-8, approved by the Decree of the State Statistics Committee of Russia of January 5, 2004, No. 1.
Standard details are entered into the T-8 form: the number and date of the order, the name of the organization and structural unit, the name and position of the dismissed employee, his personnel number. Also, the document contains the details of the employment contract entered into with the employee and the date of dismissal (last day of work). In the column “Basis” indicate the reason: “reduction of the staff of the organization”. In addition, there is a special column for detailed details of all available documents relating to the reduction: the primary reduction order in the organization, notifying the employee, a written offer of another job certifying his refusal, etc.
The order is signed by the head of the organization and under the signature is communicated to the employee. If the employee’s familiarization with the order is impossible due to any circumstances (including the employee’s unwillingness), an appropriate entry is made in the order.