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Продление отпуска и оплата - Елена А. Пономарева

Продление отпуска и оплата - Елена А. Пономарева

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5 нарушений по зарплате - Елена А. Пономарева

5 нарушений по зарплате - Елена А. Пономарева

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Оплачивать ли учебный отпуск магистрам? – Елена А. Пономарева

Оплачивать ли учебный отпуск магистрам? – Елена А. Пономарева

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Если работник не пошел в отпуск - Елена А. Пономарева

Если работник не пошел в отпуск - Елена А. Пономарева

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Новый порядок подсчета страхового стажа - Елена А. Пономарева

Новый порядок подсчета страхового стажа - Елена А. Пономарева

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Увольнение переводом, п.5 ч.1 ст. 77 ТК РФ - Елена А. Пономарева

Увольнение переводом, п.5 ч.1 ст. 77 ТК РФ - Елена А. Пономарева

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Запись о приеме в учетных формах в 2020 г. - Елена А. Пономарева

Запись о приеме в учетных формах в 2020 г. - Елена А. Пономарева

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Документы при заключении трудового договора - Елена А. Пономарева

Документы при заключении трудового договора - Елена А. Пономарева

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Елена Пономарева

трудовое право

трудовой кодекс

ТК РФ

кадровое дело

кадровое делопроизводство

локальные нормативные акты

ЛНА

курсы по кадровому делопроизводству

курсы для кадровиков

дистанционные курсы

кадровые курсы

обучение кадровиков

обучение кадровому учету

кадровый учет

курсы по трудовому праву

еленапономарева

еленаанатольевнапономарева

кадровыйконсалтинг

кадровыйаудит

кадровоеделопроизводство

обучениекадровойработе

делопроизводство

консультант

кадры

управлениеперсоналом

семинары

курсы

дистанционноеобучение

кадровыедокументы

документыполичномусоставу

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not documents on personnel, these are

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management documents, and ideally, the entire

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set of local regulations we need

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should appear at the

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time of creation of the organization, that is,

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when the founder thinks about what the

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organization will do in the economic

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market, he must also think through all the

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internal processes companies, according to what

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rules and what procedures will we

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build relationships with staff,

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but it often happens that the organization at the

00:00:41

time of creation does not have time to establish

00:00:43

internal rules and work regulations, and the

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real need to consolidate

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these processes arises much

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later and often the

00:00:57

development of local regulations is

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entrusted to the one who keeps personnel

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records,

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but let us discuss the system of

00:01:07

local regulations, Article 8 of the

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Labor Code

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obliges every employer, except

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micro-enterprises,

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to have a set of local

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regulations and at the same time does not provide a list of these

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mandatory acts;

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our information is spread throughout the

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code, so

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we will discuss it with you what

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mandatory and additional local

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regulations we have are

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mandatory, they are directly named in the

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legislation; additional ones are

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not mentioned in the laws, but it would be good if

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they were

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because the documents are useful and ideally

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we first establish a system for working

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with personnel and only then

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implement these personnel event, we

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first need to consolidate the procedure so that

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people understand what and how

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we will carry out when carrying out

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this or that personnel event,

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so we take only our local acts

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on labor relations, they can be

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divided into mandatory ones,

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everyone except micro-enterprises must have them, let me

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remind you that private commercial companies with a

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full-time staff up to 15 people and an

00:02:38

income of up to 120 million tax year

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can be recognized as a micro

00:02:44

enterprise and such organizations

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are exempt from the execution of local

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regulations but not from the content of the

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local regulation; we establish all these

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procedures in the rules in the

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provisions in the instructions

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in the regulations and microenterprises have all this

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information should be prescribed to its

00:03:08

employees in the employment contract and the

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document itself may no longer be developed, although it is

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more convenient to work with local acts. I

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believe that it is easier to write the

00:03:23

internal labor regulations once

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and then familiarize all employees with the

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established rules by signature than to

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write out the entire contents of this document in the contract for everyone

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but nevertheless, micro-enterprises are by

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law exempt from the development of these

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acts; all others are mandatory

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and mandatory and that there should be a second

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group, these are conditionally mandatory, they are

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named in the legislation, but only under

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certain conditions are

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organizations developed, but

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additional ones are not named mandatory in the labor code,

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we can divided into those

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that regulate relations with

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personnel and labor protection,

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and we will divide additional ones into

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those that regulate

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personnel management and personnel records management, I

00:04:26

’ll say right away that in this course we

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will not discuss with you

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local regulations on labor protection;

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this is a separate topic for conversation; we

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will We will discuss with you

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those that relate to maintaining personnel

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records,

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let's start with mandatory local

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regulations, firstly,

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internal labor regulations and this

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document 1 is not only on the list but also under the

00:04:59

significance of the labor code,

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this is such a general instruction for the

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exploitation of human resources in an

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organization and of course the law cannot

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everyone organization to describe with all the

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nuances and details how

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to organize work, therefore, in addition to

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and in specifying the norms of the labor code,

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the employer develops this

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rather significant significant document in

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which we must write down,

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firstly, we can specify the rights and

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obligations of the employee and the employer with

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reference to our organization and the

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specifics of our activities in the Pvtr

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we establish a work and rest schedule,

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we describe what modes are

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provided for in the organization for what

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positions, five-day days, for what shift

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schedules for five-day days, we establish

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what working days, what weekends, what

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types of shift schedules are used in the

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organization for what positions,

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flexible working hours, we prescribe the

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time for each work mode start time

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end time

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all types of breaks in which we

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provide duration of

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breaks time of provision of these

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breaks

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types of leave duration of leave

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in Pvtr we describe the procedure for paying

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wages

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firstly the number of payments per month at

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least two more often can be but not less

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than every half month wage payment dates

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the method of paying wages

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in cash at the employer's cash desk or by

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bank transfer, if by bank transfer, then the procedure for

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registering the payment of wages to the

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employee's personal account, the procedure for changing the

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employee's personal account in the Pvtr, you

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can also describe the types and

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procedure for encouraging and rewarding

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employees because the code completely

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leaves

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this issue to the employer's decision.

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There is as much as you want to

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encourage employees, so we must

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establish what types of incentives we use:

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gratitude; certificate of honor; recognition for the

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best employees, for example, divisions

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or months; various insignia

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that are introduced in the organization; but also in

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what order do we reward the employee? You

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can also include an order section in the PvTR the application of

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disciplinary sanctions

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here, without much creativity, we are limited by

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labor legislation,

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but for employees we can

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prescribe here what types of notice we apply, reprimand

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dismissal and in what order this

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happens. Also in Pvtr, many

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organizations prefer to

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write down the procedure for accepting a transfer of

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dismissal and so that the employee

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knows what to do in this or that situation

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and what the employer will do during this

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or that personnel event, it turns out

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that in the PvTR we prescribe quite a lot of

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what is already in the code

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and why do this, from experience

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I will say that it is easier to work with competent employees,

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they don’t ask stupid questions asks they know

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their rights and responsibilities, I don’t know how

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to build labor relations in this or

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that situation, but to force an employee

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to read the labor code, we have no strength, to be

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honest, and HR officers, not everyone has

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read it from beginning to end, they

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only know a few articles that are written

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daily are used to perform

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their duties,

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but the employee is obliged to read the PvTR,

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so we will at least convey some information to

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him, he will know what he

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has the right to and what he is obliged to do,

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so when you in the Pvtr regulate

00:09:48

this, which is written in the code, do not

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copy it that is, do not copy from

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the code and do not paste it into the PvTR, write it in a

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more understandable language so that an employee with

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any level of intelligence understands what to

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do, because after all, the code is like a

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normative act,

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it was written by lawyers for professionals,

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not every employee understands what is

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written there, the language is legal after all

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quite complex, therefore, write

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all local regulations in an accessible

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language so that employees understand

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what rule you have established, how to

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implement it in practice, the

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second mandatory document is the

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regulation on remuneration,

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in it we must fix

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what remuneration systems are used in the

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organization and for what positions, that

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is, where time-based remuneration system

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salary or tariff rate

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where-where for what positions piece-rate

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remuneration system

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time-bonus

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piece-bonus we

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have to fix it all, write down then in the

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regulations we fully describe the composition of

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accruals for each remuneration system

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what the

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employee’s salary will consist of the main part is the

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salary or the tariff rate and all the bonuses

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and additional payments and coefficients,

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we describe what kind of bonus or

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coefficient in what amount in which

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case, upon fulfillment of which indicators,

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the employee is also set in the salary

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regulations, it is necessary to

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describe the procedure for bonuses,

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types accepted, which are established in the

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organization, sizes and criteria

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bonuses, that is, in what amount, upon

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fulfillment of which indicators,

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this bonus is paid to the employee;

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the procedure for paying financial assistance

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if the organization decides to

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provide such assistance to employees, then again

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in what cases,

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in what amount and how it is drawn up, that

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is, what supporting documents

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must the employee submit in order to

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receive this material help in the

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regulations on wages, I also

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recommend setting out the procedure for deductions

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from wages in what amount and in

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what order we will make the

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deduction, although this is all strictly according to

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the law, here we cannot do

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anything, but this way our employees will

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know that if it happens to us to deduct

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them wages, how this will be

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carried out, it is

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also important in the organization to approve the form of the

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pay slip and this must be done either

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in the PvTR

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or in the regulations on wages, that is,

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in the annex to this local

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regulatory act you must approve the

00:13:07

form of the pay slip even if you

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use the one that you are given an

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accounting program,

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you must approve it as if it were

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your form, the

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third document is a provision on the protection of

00:13:23

personal data,

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if an organization processes

00:13:29

personal data not only of employees

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but also of clients of visitors, then the

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organization should have either two

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provisions for the protection of personal data or

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one provision but we approve different lists of

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processed personal

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data in this provision it is

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necessary to approve the first list of

00:13:54

processed personal data, that

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is, what information about the employee we

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require is listed here, I

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recommend taking the

00:14:05

employee’s personal card and looking at what columns you

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will fill out there

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and approve this list 2 list of

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documentary media personal

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data, that is,

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what documents do we contain

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this data personal documents of employees

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that he submits to the employer

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documents on personnel

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accounting and tax accounting

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but also other documents will need to be

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listed 3 list of persons allowed to

00:14:41

work with personal data here we

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must list by position and the scope of

00:14:49

access, for example, the head of an

00:14:52

organization has access to all

00:14:55

personal data of employees without

00:14:57

restrictions, but the head of a

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structural unit

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has access

00:15:02

to personal data of work only of

00:15:05

employees of a subordinate

00:15:09

department; the data of employees of another department of

00:15:11

this department head does not apply to

00:15:15

this list; you must

00:15:18

remember to include, for example, a system

00:15:20

administrator

00:15:21

because while he is making

00:15:24

backup copies for you, updating antivirus software,

00:15:27

he also has access to this information and we make sure to

00:15:31

register this access for him

00:15:34

and then the responsibility for non-disclosure is the

00:15:39

documentation service

00:15:41

secretary and because

00:15:43

this information also goes through them, do not forget to

00:15:48

also register the volume for these positions

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only HR officers of the

00:15:51

accountant and the manager, but also other

00:15:55

departments that receive data on

00:15:58

employees; further in this provision, it is necessary to

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establish the

00:16:03

procedure for processing personal data on

00:16:06

paper and the procedure for processing

00:16:09

personal data in electronic

00:16:11

format, how we work with paper

00:16:15

documents, how we create it, transmit it,

00:16:18

store it, destroy it, and the same most if

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we have information in electronic form and about the

00:16:25

creation of the transfer of documents and the introduction of

00:16:28

relevant information databases here

00:16:33

you must be guided by

00:16:37

regulations and recommendations of the Federal

00:16:41

Service for Communications and Communications

00:16:43

Roskomnadzor, they oversee work in the

00:16:46

Russian Federation with personal

00:16:49

data and on their official website in the

00:16:52

section personal data you will find the

00:16:54

entire regulatory framework and

00:16:57

work with personal data must be

00:17:00

structured according to the requirements of Roskomnadzor,

00:17:03

but in the final

00:17:05

part of the regulation it is necessary to describe

00:17:09

the responsibility of persons authorized to work

00:17:11

with

00:17:12

us with data; in the appendix to this

00:17:15

regulation it is

00:17:16

necessary to indicate and approve the

00:17:21

consent form for the processing of personal

00:17:23

data consent to request personal

00:17:28

data from third parties and consent to

00:17:31

transfer personal data to third

00:17:33

parties,

00:17:34

but for example, when an employee goes to

00:17:38

apply for a loan and then the bank

00:17:41

calls us to clarify the senior’s work and

00:17:44

salary without the

00:17:46

employee’s consent to transfer this information, we have

00:17:49

no right with anyone talk and

00:17:51

therefore you must explain to the employees

00:17:54

that if you want us to confirm

00:17:56

this information, please kindly leave

00:17:59

us consent to transfer this data, but I

00:18:04

also recommend in this position

00:18:06

to approve the form of the log of acceptance and transfer of

00:18:10

documents for personnel

00:18:12

a little later we will graph this log and its

00:18:16

meaning Let's discuss the following document:

00:18:21

anti-corruption policy and code of

00:18:23

ethics and official conduct in labor

00:18:26

relations, but these are relatively new

00:18:29

local regulations

00:18:31

when the federal

00:18:33

anti-corruption law brought

00:18:36

changes and requirements for

00:18:40

anti-corruption activities and

00:18:42

prevention, now, let's say,

00:18:46

all organizations have been entrusted with methodological

00:18:50

recommendations from the Ministry of Labor with explanations

00:18:53

that This means what the employer

00:18:57

must do in the organization, and in

00:19:00

these methodological recommendations, and they are

00:19:03

periodically updated, it

00:19:07

is stated that the organization must have an

00:19:10

anti-corruption set of

00:19:14

local regulations and a policy and

00:19:17

code of ethics and official conduct, and in the

00:19:20

methodological recommendations,

00:19:23

labor methods spell out the requirements to the content,

00:19:25

what needs to be indicated there is the following

00:19:31

mandatory local regulatory act,

00:19:33

this structure and staffing table of

00:19:35

the organization and the 7th vacation schedule,

00:19:40

we will analyze these documents in

00:19:43

detail how they are filled out, so in

00:19:45

this review I will not dwell on them.

00:19:49

Conditionally mandatory local

00:19:51

regulatory act can be attributed

00:19:53

to the first collective agreement before the

00:19:56

labor code devotes quite a lot of space to the

00:20:01

collective agreement, but if the

00:20:04

organization does not have a trade union and the workers have not

00:20:08

united and elected

00:20:11

a delegate and even outside put forward a demand to

00:20:14

conclude a collective agreement, the

00:20:16

organization can work and without it

00:20:19

the initiator is generally the employees

00:20:23

if the employees have not expressed the desire

00:20:28

to conclude this agreement, then the organization has

00:20:30

enough

00:20:31

mandatory local regulations,

00:20:34

especially since the collective agreement

00:20:38

includes those conditions that we

00:20:43

usually have written down in the labor regulation

00:20:46

and in the regulations on remuneration, that is,

00:20:48

employees and employers agree

00:20:52

on what conditions in what mode and for

00:20:56

what wage they will

00:20:58

work in this organization, that is,

00:21:01

where there is a collective agreement, then essentially the

00:21:03

same thing, first we

00:21:05

wrote it down in the agreement and then it is obligatory in the

00:21:08

local regulatory act PvTR and

00:21:10

the provisions on remuneration, the

00:21:12

difference is that

00:21:15

we conclude a collective agreement together with the employee, that is

00:21:19

we discuss a mandatory local

00:21:22

regulatory act and the employer accepts,

00:21:24

without discussing with employees, the

00:21:27

second document, the regulations of structural

00:21:30

units and job descriptions,

00:21:34

if the organization

00:21:37

groups positions by division,

00:21:40

then you need to write a regulation, what is this

00:21:44

division, like the charter for an

00:21:46

organization, this regulation for a

00:21:49

structural unit should

00:21:51

establish the goals of the task of this

00:21:55

divisions functional, that is, why did

00:21:59

we create this division in the first place,

00:22:01

what functions will

00:22:05

this division perform, its powers, rights,

00:22:09

responsibilities, and job descriptions can be attached to this position,

00:22:14

that is,

00:22:17

for each position, again describe the

00:22:20

purpose and objectives of the qualification

00:22:23

requirements, the

00:22:25

functionality for this position, the rights and

00:22:29

responsibilities that will be For an employee in

00:22:33

this position, I draw your attention to the fact

00:22:36

that the list of job responsibilities

00:22:39

is a mandatory condition of the

00:22:42

employee’s employment contract.

00:22:45

Article 57 of the Labor Code

00:22:47

requires each employee to have responsibilities

00:22:51

spelled out in the contract, and

00:22:54

you may have job descriptions as a separate

00:22:57

document, but they are not

00:23:00

mandatory in the Russian Federation,

00:23:02

but here are both It is mandatory for everyone

00:23:06

to write this all down in the contract,

00:23:07

therefore, even if there are job

00:23:10

descriptions, you

00:23:12

must include his

00:23:15

job responsibilities in the employee’s employment contract.

00:23:17

When you develop a job

00:23:20

description, you can take the professional standard as a basis;

00:23:24

in essence, this is the job

00:23:27

description, it is simply approved by the

00:23:29

Ministry of Labor and the qualification requirements are indicated there

00:23:33

labor functions, what an employee must

00:23:36

do, know and be able to do

00:23:38

in order to perform these labor functions, take as a

00:23:42

basis, rework according to your

00:23:45

needs, the

00:23:46

third document of the regulations on official

00:23:49

business trips in this provision, you need to

00:23:52

prescribe the

00:23:53

procedure for registering a business trip, that is,

00:23:56

who is the initiator and what

00:23:59

document initiates a

00:24:02

business trip with a memo or

00:24:06

Do you have your own form for

00:24:08

business trip applications or are you

00:24:11

practicing official assignment form T10

00:24:14

and once it was mandatory to cancel it,

00:24:16

but you can leave it as your internal

00:24:20

document for how long and who submits

00:24:26

this application for a business trip where?

00:24:28

describe the

00:24:31

types and amounts of travel expenses

00:24:35

because the code only lists that

00:24:37

the employer is obliged to compensate for

00:24:39

travel, accommodation, per diem, but

00:24:43

other expenses in what amount

00:24:47

for public sector employees is established by

00:24:49

government decree,

00:24:51

and a private company must

00:24:53

write down in its regulations otherwise fly

00:24:56

business class and live in a Hayato suite it is the

00:24:59

sacred duty of every employee to

00:25:02

live like a person at the expense of the employer and

00:25:04

then be surprised and say oh, I didn’t

00:25:07

know that this was not allowed, no one told me,

00:25:09

you should prescribe this in the regulations,

00:25:15

but for example, railway

00:25:21

transport second class is a compartment airplane, economy

00:25:25

class or a private company

00:25:27

can stipulate that specialists fly in

00:25:30

economy class, the manager flies in

00:25:32

business class, accommodation is no more expensive than a

00:25:36

single standard room in a

00:25:38

three-star hotel,

00:25:41

for example, the manager can live in a suite

00:25:44

and the star rating of the hotel may be higher, or

00:25:49

the organization simply regulates the

00:25:52

maximum amount that an employee

00:25:55

can spend on accommodation there you already

00:25:57

look at the cost of which hotel

00:25:59

you fit into, and the main thing is not to exceed

00:26:05

these established amounts, state employees

00:26:08

do not have the right to pay employees for travel

00:26:10

within the locality and food, and a

00:26:13

private company

00:26:15

can set out these payments in its regulations and in addition to the fact

00:26:18

that we describe what payments in

00:26:21

what we compensate in the amount, but also

00:26:25

the order, that is, the employee

00:26:28

must submit such documents in support of

00:26:31

travel expenses,

00:26:33

but also in what order does he report on his

00:26:36

service to the commander? The fourth

00:26:40

provision on the rotation method of work

00:26:42

is mandatory for us if we

00:26:46

have shift workers, if the organization does

00:26:48

not have a rotation method of work applies

00:26:51

in general and the provision is not required in

00:26:54

this provision we prescribe

00:26:56

for which positions the rotational

00:27:00

method of work is applied,

00:27:04

the order of delivery to the shift,

00:27:07

that is, either the workers themselves come or

00:27:10

we collect in a certain place at the

00:27:14

collection point and then we deliver with our own

00:27:18

transport,

00:27:19

the employee must know how he

00:27:21

the organization of a rotation camp will be used to get there,

00:27:25

that is, either your village is built

00:27:28

specially

00:27:29

and people go there to work or

00:27:32

some kind of mobile

00:27:34

trailers or just to settle with

00:27:38

local workers, they go to find housing themselves,

00:27:40

and that is, this should be prescribed

00:27:44

social services during the shift

00:27:46

as meals are organized

00:27:50

if canteens or workers themselves prepare

00:27:53

food, it is delivered or it is

00:27:56

brought in by itself, or there is an

00:27:58

opportunity to purchase a work and

00:28:00

rest regime on shift for each position,

00:28:04

again we register the start time, the

00:28:06

end time of work, all breaks and how

00:28:10

days off are provided, medical

00:28:13

support on shift doctors can

00:28:16

take over in the same way along with their

00:28:19

shift, or we deliver a sick employee

00:28:22

to a nearby medical center or

00:28:26

doctors deliver there to a rotation camp;

00:28:30

transportation of a seriously ill or

00:28:32

already deceased employee in what order

00:28:34

is carried out about and one’s own; and also

00:28:39

the right to reside in the assembly camp upon

00:28:41

completion of the facts It often happens that people

00:28:44

say, but I can’t go anywhere,

00:28:48

let me spend my rest time here, so whether

00:28:53

your organization allows this

00:28:56

or not, most often they prescribe that

00:29:01

accommodation is at the end of the shift, but it is

00:29:06

allowed if the weather is bad, that is,

00:29:09

a person cannot leave, then he

00:29:12

can still live here and please be so kind as

00:29:14

to leave the rotational camp position of

00:29:18

development personnel training

00:29:20

if we at least sometimes

00:29:23

send employees to advanced

00:29:25

training courses, seminars, trainings,

00:29:28

use other forms of training until the

00:29:31

position we definitely require if we do

00:29:34

not engage in personnel development at all,

00:29:36

then in principle we cannot do without it

00:29:38

This provision needs to be

00:29:41

fixed in what order we

00:29:45

send for training;

00:29:47

planned order, that is, for a certain

00:29:50

period of six months, we draw up a plan for

00:29:53

whom we will teach what; or, as the

00:29:57

need arises, we

00:30:00

send an employee for training;

00:30:02

what types and forms of training do I use; do

00:30:07

we pay for secondary

00:30:09

vocational and higher education

00:30:13

short-term advanced

00:30:15

training courses professional

00:30:16

retraining seminars-trainings full-time and

00:30:19

distance learning forms

00:30:23

rotation internships that's all

00:30:27

we use in the organization well and the procedure for

00:30:33

protecting investments in personnel the

00:30:36

employee's obligation, after completing

00:30:39

training at the expense of the employer,

00:30:42

to work for the established period

00:30:44

or upon dismissal, return it

00:30:47

in proportion unearned money is

00:30:50

still in this position, you can approve

00:30:54

the form of the training agreement and then

00:30:57

when the employee is sent for training so

00:30:59

that we can return our investments,

00:31:02

then we sign this agreement with him

00:31:05

6 document shift schedule

00:31:09

is mandatory if the organization

00:31:12

has positions

00:31:13

with shift schedules labor

00:31:17

legislation does not prescribe what this

00:31:19

schedule should look like, but in practice

00:31:22

we have already developed a list of

00:31:26

employees and by day of the month we put

00:31:29

a mark for this employee which days

00:31:32

are working days which days off

00:31:35

we approve the shift schedule for each

00:31:39

month and at least a month in advance we must

00:31:42

sign it

00:31:44

employee now move to the group of

00:31:48

additional local

00:31:50

regulations and the first here let's discuss

00:31:54

acts on personnel management also 1 and

00:31:59

in importance in the list we have the

00:32:02

personnel regulations or, as an option, the

00:32:04

personnel code in this document we

00:32:08

can prescribe everything that is not included in the

00:32:10

mandatory and local regulations

00:32:12

all we

00:32:13

want to establish in relation to our

00:32:16

employees is the following regulation on the

00:32:19

selection competition,

00:32:20

and if the organization holds a competition, then in the

00:32:25

regulation we must establish for what

00:32:27

positions the competition is held, the rules of the

00:32:29

work of the competition commission, that

00:32:32

is, who conducts the competition in what order, the

00:32:35

results of the competition and

00:32:39

necessarily in the regulations we fix the

00:32:42

selection procedures and in any case we

00:32:45

hold a competition, we don’t hold a competition

00:32:48

but we choose a suitable employee,

00:32:51

so these are the selection procedures

00:32:54

we use based on documents, checks,

00:32:59

we conduct interviews, tests, trial

00:33:04

tasks, but other types of selection, the results of

00:33:08

the competition, the selection is also written down in what

00:33:12

order we notify applicants and in what

00:33:16

order, for example, can they pick up the

00:33:18

documents that were presented to us for the

00:33:20

competition or during the selection

00:33:23

procedures? I recommend publishing the regulations on the

00:33:25

competition and selection on the

00:33:28

organization’s website, and especially if you have a

00:33:32

vacancy section and all applicants

00:33:36

whom you invite to speak to you for an

00:33:39

interview that yes, we are

00:33:44

interested in you, before coming for an

00:33:46

interview, please read

00:33:49

our position so that this applicant

00:33:52

knows, for example, you have the 20th stage of

00:33:55

the interview, he says, you know,

00:33:57

this doesn’t suit

00:33:58

me, I have other offers, and you have a

00:34:01

very complex selection procedure, he then

00:34:06

decides he wants to spend time and effort on this

00:34:09

or not, and he must understand if

00:34:12

you say that you have a competition, then in what

00:34:14

order this competition is how he can prepare for it, the

00:34:17

following provision on

00:34:20

personnel adaptation, as an option, this

00:34:24

could be a provision on mentoring, a

00:34:26

provision on the probationary period, a provision about

00:34:30

trampling, but somewhat broader than the

00:34:33

provision on mentoring, the

00:34:35

testing period can contain all this,

00:34:38

so here we prescribe what

00:34:42

adaptation programs are used in

00:34:45

the organization, the stages of each adaptation

00:34:48

program, the

00:34:49

responsibility of the persons involved in adaptation

00:34:53

and the results of

00:34:54

employee adaptation, the position of

00:34:59

staff motivation, here

00:35:01

we describe the system of intangible

00:35:04

material incentives,

00:35:06

that is, bonuses and allowances, financial

00:35:10

assistance, we have written down in the regulations on

00:35:12

remuneration, so here are the regulations on

00:35:15

remuneration and the regulations on personnel motivation,

00:35:18

so they are what we create in our organization, a

00:35:22

motivation system in the organization, that is,

00:35:26

additionally, what incentives for work do

00:35:30

we provide to employees Here

00:35:33

we describe the composition of these incentives, what

00:35:37

size, in what order, to whom is the

00:35:39

provision on personnel certification provided,

00:35:43

and despite the fact that this

00:35:46

document is not mentioned as a mandatory

00:35:49

local regulatory act, without this

00:35:52

provision, conducting your

00:35:55

personnel certification will be unlawful, that is,

00:35:58

if you want to conduct

00:36:00

personnel assessment and then use the results of the certification

00:36:03

fully, that is, in

00:36:09

case of insufficient qualifications, so that you

00:36:11

can transfer the employee to another

00:36:14

position or catch,

00:36:15

you must have

00:36:17

this provision written down, which regulates the

00:36:21

frequency of these stations; we establish a

00:36:24

list of persons not subject to certification; the

00:36:28

rules of work of the certification commission;

00:36:31

that is, the composition of the commission in what is the order of the

00:36:35

meeting, the

00:36:38

results of the work of the 100 tion

00:36:42

commission, the organization of certification, that is, is

00:36:45

it planned or unscheduled if it is

00:36:48

planned, for what period of time do you draw up

00:36:52

this plan, what documents

00:36:55

are submitted to the employee, we protest

00:36:58

to the commission, the procedure for holding a meeting of

00:37:03

the certification commission, that is, how the

00:37:05

discussion of the employee and the

00:37:09

person being certified takes place how the results are summed up, yes, that

00:37:14

is, to recognize him as having appropriate

00:37:16

qualifications or inappropriate

00:37:18

qualifications, but also all

00:37:20

assessment procedures, that is, how

00:37:24

we evaluate an employee during certification,

00:37:27

but also the results of certification, the

00:37:31

provisions on awarding staff incentives,

00:37:34

if you do not have such an extensive

00:37:37

system with types of incentives, then you can

00:37:41

this should be written down in the PTR

00:37:43

section, and if you have quite a lot of

00:37:46

types of incentives and have actively

00:37:49

won, use them in practice, then

00:37:53

you can write down in a separate provision

00:37:55

what types,

00:37:56

when what criteria are met, the

00:37:59

employee is subject to the

00:38:01

provisions on the procedure for applying

00:38:03

disciplinary sanctions,

00:38:05

and here, despite the fact that the employer is

00:38:09

limited by labor legislation and

00:38:12

types of disciplinary sanctions,

00:38:15

we ourselves do not have the right to come up with the procedure for application,

00:38:19

only those that are prescribed in the code,

00:38:21

but in order for employees to know how we

00:38:25

will influence them and apply

00:38:28

disciplinary sanctions, we have

00:38:31

regulated this, you can include it as a section

00:38:34

in the PvTR or describe this

00:38:37

procedure in a separate local

00:38:39

regulatory act corporate

00:38:41

social policy a document that

00:38:46

includes such an expanded social

00:38:48

package

00:38:49

for key

00:38:50

positions in what order what

00:38:52

additional social payments or

00:38:57

bonuses are provided to employees and a

00:39:00

personnel plan

00:39:01

all work with personnel it should be

00:39:04

planned

00:39:05

considers the Russian theory of

00:39:08

personnel management and

00:39:09

personnel plan, we include a plan for

00:39:11

closing vacancies, a layoff plan, and a

00:39:16

transfer plan, a training plan, as an

00:39:20

option, we may also have a provision on a

00:39:23

personnel reserve if you use it,

00:39:25

here is a plan for increasing training and development, these

00:39:29

can be different sections of the personnel

00:39:31

plan, you can

00:39:34

draw up an individual development plan for each employee

00:39:36

and a

00:39:37

career development plan is only an

00:39:42

approximate regulation on personnel management,

00:39:45

but everything that you think is necessary you

00:39:48

can develop, and here is a regulation on

00:39:51

personnel or the personnel code

00:39:54

can contain all this, that is, you

00:39:56

can approve separate provisions

00:40:00

about the selection competition about the adaptation of

00:40:03

personnel motivation about certification, or you can include

00:40:08

all this as sections of the

00:40:11

personnel regulations; the third group of local

00:40:16

regulations are those that

00:40:20

regulate the conduct of personnel

00:40:22

records, and here 1, according to the list and

00:40:25

in order of importance,

00:40:26

there are instructions on personnel

00:40:29

records; in this instruction, we

00:40:33

need to approve with you the

00:40:34

types and forms documents on personnel, the

00:40:41

procedure for preparing and signing

00:40:44

documents on personnel, that is,

00:40:46

who does the project in what order, in

00:40:49

what period of time, who has the draft

00:40:52

documents on personnel endorsed,

00:40:54

who has the right to sign documents on

00:40:56

personnel,

00:40:57

but for example, can only sign

00:40:59

the head of the organization,

00:41:01

or you can

00:41:02

also 5 of his deputies, that is,

00:41:04

we write down which of the management staff

00:41:09

signs what documents the procedure for organizing the accounting and

00:41:13

registration of documents for personnel,

00:41:16

that is, what registration

00:41:18

forms are in the video

00:41:19

column of the journals and these

00:41:24

registration cards, what codes are we put down

00:41:30

during registration, that is, the composition of the

00:41:33

registration number in the instructions for

00:41:36

personnel records management you can

00:41:38

include a section on organization

00:41:40

of timesheets, we can organize

00:41:43

timesheets and submit them as a separate provision, or you

00:41:47

can include them in the instructions for personnel

00:41:50

records management and approve the form of the

00:41:52

timesheet, timesheet codes, the procedure for preparing a

00:41:54

timesheet, we also

00:41:58

include in the instructions the procedure for the formation

00:42:02

and

00:42:04

affairs of personnel and the registration of affairs

00:42:08

for personnel for archival storage

00:42:10

in the appendix to this instruction, we

00:42:13

must approve with you the forms of

00:42:16

documents for personnel, you can

00:42:19

approve sample applications for

00:42:23

personnel image samples of various

00:42:26

registration logs, that is, the document

00:42:28

turns out to be voluminous, but we immediately

00:42:32

cover important organizational issues with this document the

00:42:39

nomenclature of files for personnel, it

00:42:41

is mandatory only

00:42:43

provided for by neither labor

00:42:45

legislation nor the legislation on

00:42:48

record keeping in the organization; each

00:42:51

company must have a

00:42:53

nomenclature of files, that is, a list of

00:42:56

titles of cases for Vadim them in the organization

00:42:59

with an indication of storage periods; the

00:43:03

organization itself does not have the right to decide which

00:43:06

documents and submit and how long to store them

00:43:09

we are guided by the list of standard

00:43:12

administrative archival documents of

00:43:14

the cops and for each year we make ourselves an

00:43:17

extract from this list of what

00:43:21

documents we will work with and how long

00:43:23

we will store them, this extract

00:43:26

is called the nomenclature of cases, it is drawn up

00:43:28

in the prescribed form for each

00:43:36

calendar year but and 3 timesheets of

00:43:40

document forms for personnel is not a

00:43:42

mandatory document, but it helps

00:43:45

to organize the

00:43:48

documentation of each area of work

00:43:51

and we, in a free form but most often in the form of a

00:43:55

table with 100, compose which event with which

00:43:59

document at what time and in what

00:44:03

order is drawn up, but the nomenclature of cases

00:44:06

and the timesheet form

00:44:07

are questions general office work and

00:44:10

since personnel office work

00:44:14

is one of the subsystems of the general business of

00:44:16

production, here are the same

00:44:19

requirements, the same documents, we

00:44:23

must have these local

00:44:26

regulations,

00:44:28

the organization is either obliged or can

00:44:31

have one of them and we begin to work with

00:44:34

personnel, that is We’ve thought through what kind of

00:44:37

personnel you’ll be taking, what documents

00:44:39

we’ll draw up in what order, and only

00:44:43

after that

00:44:44

we’ll put it all into practice.

Description:

курс "Кадровое делопроизводство" - https://edualt.ru/kurs-kadrovoye-deloproizvodstvo Поддержать канал Елены Пономаревой https://www.donationalerts.com/r/elenaaponomareva Локальные нормативные акты: -Обязательные, условно обязательные и дополнительные; - по кадровому учету, по управлению персоналом, по кадровому делопроизводству. С пожеланием профессиональных успехов Елена Анатольевна Пономарева, консультант, кадровый аудитор, преподаватель Елена Пономарева: обучение кадровому учету. ►Прямая ссылка на это видео: https://www.youtube.com/watch?v=9LiPGJk1ZXg ►Подписаться на этот канал: https://www.youtube.com/channel/UCzqc9llYZlJ_1XZvg1RmYhw?sub_confirmation=1 ►Сайт: http://hrconsalt.ru ►Вконтакте: https://vk.com/elena.a.ponomareva

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How can I download an audio track (music) to MP3 "Локальные нормативные акты по кадрам - Елена А. Пономарева"?

The most convenient way is to use the UDL Client program, which supports converting video to MP3 format. In some cases, MP3 can also be downloaded through the UDL Helper extension.

How can I save a frame from a video "Локальные нормативные акты по кадрам - Елена А. Пономарева"?

This feature is available in the UDL Helper extension. Make sure that "Show the video snapshot button" is checked in the settings. A camera icon should appear in the lower right corner of the player to the left of the "Settings" icon. When you click on it, the current frame from the video will be saved to your computer in JPEG format.

What's the price of all this stuff?

It costs nothing. Our services are absolutely free for all users. There are no PRO subscriptions, no restrictions on the number or maximum length of downloaded videos.