staffing- an important personnel document. Its presence, at first glance, is a voluntary matter, but for the lack of a staffing table, the labor inspectorate can impose a fine on the organization. Consider issues related to the preparation and use of staffing.

The staffing table is an organizational and administrative document that lists the structure, staffing and size of the organization, a list of job titles, professions indicating qualifications and salaries, as well as possible allowances for each of the positions.

Why do you need staffing?

The staffing table performs a number of important functions:

allows you to clearly trace the organizational structure of the institution;
fixes staffing structural divisions and the number of staff units for each position (profession);
allows you to trace the system of remuneration of employees;
establishes and fixes the amount of allowances and other payments;
facilitates tracking of vacancies;
allows you to optimize the work of the organization, more efficiently use labor and material resources;
is the rationale for spending Money for salary.

There is no direct requirement that the organization has a staffing table in the Labor Code of the Russian Federation, but a document is required.

There is no direct requirement that each organization have a staffing table in the Labor Code of the Russian Federation, but, as follows from par. 3 hours 2 tbsp. 57 of the Labor Code of the Russian Federation, this document is required. And in the Decree of the State Statistics Committee of the Russian Federation dated 05.01.2004 No. 1 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment”, it is indicated that unified forms of primary accounting documentation for accounting for labor and its payment, including the staffing form, apply to organizations of all forms of ownership. But this rule is only advisory. Despite this, we advise you to use this form in your work, since it contains all the necessary details.

In addition, from the provisions of art. 15 of the Labor Code of the Russian Federation, it follows that an employee can be hired under an employment contract (both at the main place of work and part-time) only for the position provided for by the staffing table and for the structural unit of the organization specified in it. No staffing - employment contract may be considered invalid. An example is the Appellate ruling of the Tyumen Regional Court dated October 17, 2012 in case No. 33-4476/2012.

What should be included in the staffing table?

Federal Law No. 402-FZ of December 6, 2011 “On Accounting” (hereinafter referred to as the Accounting Law) establishes list of required details the primary accounting document to be used when compiling the staffing form (clause 2). These include:

The staffing table can be drawn up in free form if it contains all the required details.

Based on the required details, the employer has the right to create his own form of staffing. But you can take as a basis a unified form, which is approved by Decree of the State Statistics Committee of the Russian Federation No. 1. Although there are some sectoral legislative acts containing staffing forms that are recommended to be used within a particular area of financial and economic activity. For example, the Order of the Ministry of Emergency Situations of the Russian Federation dated September 24, 2008 No. 563 “On the procedure for approving staffing tables for employees of budgetary and state institutions of the Ministry of Emergency Situations of Russia and civilian personnel rescue military formations of the Ministry of Emergency Situations of Russia "leads standard form staff list, which should be used by the institutions of the Ministry of Emergency Situations and rescue military units of the Ministry of Emergency Situations. Annex 2 to the Order of the Federal Penitentiary Service of the Russian Federation of January 23, 2012 No. 24 “On Approval of Standard Structures and Staff Schedule of the Penitentiary Inspectorate” approved the standard staffing table of the penitentiary inspection. Sample Forms staffing tables of various healthcare institutions are considered in Appendix 1 to the Procedure for compiling the staffing table for healthcare institutions, approved by Order of the Ministry of Health and Medical Industry of the Russian Federation dated January 18, 1996 No. 16.

How to fill out the staffing form?

The staffing table can be drawn up by any employee who is entrusted with such a function (head, personnel officer, accountant). Resolution of the State Statistics Committee of the Russian Federation No. 1 approved a unified staffing formT-3. Information in form T-3 entered according to certain rules.

The staff list must be approved by the head or an authorized person.

First, the heading of the document is filled in, which indicates the name of the organization in strict accordance with founding documents . If there is an abbreviated name, then it is given in brackets below or after the full name.

You must fill in the "Document number" field. During the initial compilation of the staffing table, the number 1 is assigned, and then continuous numbering is applied.

The line "For the period" indicates the period of validity of the staffing table, the date of its entry into force.

The details of the order for the main activity by which this document was approved are entered in the approval stamp of the document, and below - the total number of staff units of the organization or enterprise.

Column 1 "Name of the structural unit". According to paragraph 16 of the Decree of the Plenum of the Supreme Court of the Russian Federation of March 17, 2004 No. 2 “On the application by the courts of the Russian Federation Labor Code RF "structural divisions include branches, representative offices, departments, workshops, etc. Filling in this column usually begins with an indication of the leading divisions, and then in order of subordination;

Column 2 "Code", which indicates the numbers of departments in a manner that allows you to determine the subordination and structure of the entire organization;

Column 3 "Position (specialty, profession), category, class (category) of qualification". If the law establishes benefits and (or) restrictions on work in a certain position, then the names of the positions of the organization must correspond to the names and requirements specified in the qualification reference books (Article 57 of the Labor Code of the Russian Federation). For certain categories of employees (municipal employees, members election commission, civil servants) positions are indicated in accordance with the register of positions;

Column 4 "Number of staff units". This column indicates the number of staff units provided for in the organization, including incomplete ones;

Column 5 " Tariff rate(salary), etc., rub. This indicates a fixed amount of remuneration for the position for the fulfillment of the labor norm per unit of time or the performance of labor duties per month. At the same time, both a fixed amount of remuneration of employees in ruble terms (for example, 25,000), as well as percentages (of revenue, profit) or labor participation rate (KTU), distribution coefficient, etc. can be entered in the column in accordance with the law of the Russian Federation, collective and labor contracts, agreements and other regulatory acts of the organization (Section 1 of the Instructions for the application and filling out forms of primary accounting documentation for accounting for labor and its payment, approved by Decree of the State Statistics Committee of the Russian Federation No. 1; hereinafter - Instructions);

Columns 6, 7 and 8 "Surcharges, rubles." These are additional payments and allowances of a compensatory nature and incentive payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, allowances for degree etc.), as well as those introduced at the discretion of the organization (for example, related to the regime or working conditions). If the amount of the allowance changes periodically, for example, depending on the length of service, then it is better not to indicate it in the staffing table, and in column 10 make a link to the document establishing such an allowance;

Column 9 "Total per month." It indicates the amount of the official salary and allowances. The amount is given either in rubles or in the appropriate measurements (percentage, coefficients, etc.). If the salary is set in rubles, and the allowances are in percentages or coefficients, which creates difficulties in the calculation, a dash is made in the column, and in column 10 a link is given to the documents defining these allowances;

Column 10 "Note". Any information related to the staffing table is entered into it: piecework or time wages, local regulations of the organization that establish the amount of wages, types and amounts of allowances, etc.

Staffing for form T-3 sign the head personnel service And Chief Accountant. The document is approved by order (instruction) of the head of the organization or a person authorized by him. Details of the order (number and date) are affixed to the staff list. It is not necessary to certify the schedule with the seal of the organization.

Is it necessary to coordinate the staffing table with the trade union organization?

According to Art. 372 of the Labor Code of the Russian Federation, the employer must send the draft local regulatory act (hereinafter referred to as the LNA) and the rationale for it to the elected body of the primary trade union organization. There is no definition of LNA in the Labor Code of the Russian Federation, therefore it is impossible to unequivocally attribute the staff list to this category of documents.

As a rule, LNA contains rules of conduct designed for repeated application to an indefinite circle of persons - these are rules, regulations and instructions. The staffing table is sometimes also referred to as the LNA, since it is compiled and approved by the employer (Article 8 of the Labor Code of the Russian Federation). Rostrud classifies the staffing among the LNA (see, for example, paragraph 1 of Letter No. 428-6-1 dated March 22, 2012).

However, the LNA establishes rules of conduct in the organization- it is his main feature, and the staffing table does not have this feature. According to the Instructions, it is used to formalize the structure, staffing and size of the organization.

The judiciary considers that the staffing table with the trade union organization does not need to be coordinated, but a reduction in the staffing table requires coordination. However, if the trade union bodies do not respond to the request for approval within the period established by law, the employer can make a decision on his own. Consider the Ruling of the Supreme Court of the Republic of Karelia dated September 4, 2012 in case No. 33-2652/2012.

By order of the director of the reserve (which is a budgetary organization), the staff list and job descriptions were approved, and vacant positions were reduced. The trade union organization of the reserve considered these actions unlawful.

The position of the trade union organization

The introduction of new positions in the staff list, new job descriptions revise labor standards, change the conditions for remuneration of employees. Consideration of the motivated opinion of the elected body before making a decision on changing the system of remuneration is provided for by the collective agreement, the regulation on remuneration. Since the staffing tables introduced by the orders of the administration of the institution reduce the staff, change wages, a reasoned opinion of the trade union organization should be obtained on these regulations.

The employer is not granted the right to invent new positions that are not provided for by regulatory documents of the federal, departmental and local levels and federal laws, normative acts of the Ministry of Natural Resources, regulations on the reserve.

Court position

In accordance with Part 1 of Art. 370 of the Labor Code of the Russian Federation, trade unions have the right to control compliance by employers with labor legislation, their compliance with the terms of collective agreements and agreements.

The courts noted that the reserve operates in accordance with the regulations and charter approved by the Ministry of Natural Resources.

According to this provision the structure and staffing of departments are determined by the director of the reserve, the form, system and size wages and material incentives for employees, the employer establishes independently.

On the basis of the charter, the director of the institution, in agreement with the Ministry of Natural Resources, approves the staffing table.

Organizations and institutions that are on budget financing can independently determine the structure and staff without taking into account the ratio of the number of employees of various categories.

Organizations and institutions that are on budget financing have been granted the right to independently establish forms and systems of remuneration, determine the amount of allowances, additional payments, bonuses and other incentive payments, as well as the structure and staffing without taking into account the ratio of the number of employees of various categories (clause 2 of the Presidential Decree RF dated November 15, 1991 No. 211 “On increasing the wages of employees budget organizations and institutions").

According to the Instructions, the staffing table is used to formalize the structure, staffing and headcount organizations. Consequently, the staffing table is an organizational and administrative document that does not contain information about wages and other personal data of specific employees of the enterprise, the employer does not receive information from employees entered into the staffing table. Accordingly, it is a document of the employer itself, that is, it is accepted by the employer alone.

The court indicated that the approval of the staffing table, taking into account the opinion representative body employees are not provided for by labor law.

The approval of the staffing table, taking into account the opinion of the trade union, is not provided for by labor legislation.

Does the employer have to coordinate with the trade unions changes in the staffing table?

The court noted that the question of the advisability of changing the structure, staffing of the organization is the prerogative of the employer.

The argument of the trade union organization about the unlawful introduction into the staff list of the names of positions that are not provided for by the Qualification Handbook for the positions of managers, specialists and other employees (it is advisory in nature), approved by Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37, the judicial authorities considered untenable. According to paragraph 4 General Provisions directory qualification characteristics can be used as normative documents direct action or serve as the basis for the development of job descriptions.

However, the employer has the right, guided by the specifics of the organization's activities and its needs, establish in the job description additional requirements for the education and qualifications of the employee, taking into account the fact that this position is not associated with the presence provided by law compensation, benefits and restrictions.

In accordance with Part 1 of Art. 11 of the Law on Trade Unions, trade unions represent and protect the rights and interests of trade union members on issues of individual labor and labor-related relations, and in the field of collective rights and interests - these rights and interests of workers, regardless of membership in trade unions, if they are vested with appropriate powers.

The collective agreement of the reserve stipulates that LNA, introducing, replacing and revising labor standards changing pay conditions, takes leader, taking into account the opinion of the trade union committee. Labor standards - established standards for output, time, population standards, etc. (Article 160 of the Labor Code of the Russian Federation). Labor standards may be revised as production develops.

The court found that the administration of the reserve, by the contested orders did not provide for the introduction, replacement and revision of labor standards, changes in wage conditions. Prior to the issuance of the contested order to reduce, his project was transferred to the trade union committee of the reserve. By virtue of Art. 372 of the Labor Code of the Russian Federation elective body of the primary trade union organization must not later than 5 working days from the date of receipt of the draft local regulatory act send a reasoned opinion to the employer on the project in writing, even if the employer does not request a response (as in this case). This obligation was not fulfilled by the trade union body. The employer made his own decision.

The question of the expediency of changing the structure, staffing of the organization is the prerogative of the employer.

Court, guided by Article. 30, 370, 372 of the Labor Code of the Russian Federation, the provisions of the statute of the reserve, came to the conclusion that the contested orders were accepted by the employer in accordance with his authority.

How long should the staffing be kept?

The storage periods for documents generated in the course of the activities of organizations are established by Order of the Ministry of Culture of the Russian Federation of August 25, 2010 No. 558. This order approved the List of typical managerial archival documents generated in the course of activities government agencies, local governments and organizations, indicating the periods of storage (hereinafter - the List). In accordance with paragraphs. “a” of clause 71 of the List, the staffing tables of organizations at the place of development and approval have a permanent storage period.

Due to the fact that some institutions, due to the large number, draw up draft staffing tables for structural units, then all proposals, conclusions, certificates on the development and change of staff schedules must be kept in the organization for at least 5 years. During the same time, it is necessary to store draft staffing tables (clause 72 of the List). But the correspondence on the development and change of staffing is stored for 3 years (clause 73 of the List).

What is the responsibility for the lack of staffing?

The absence of a staffing table is often regarded by inspection bodies as a violation of labor and labor protection legislation, therefore, according to Art. 5.27 of the Code of Administrative Offenses of the Russian Federation an official may be fined from 500 to 5,000 rubles, and an organization - from 30,000 to 50,000 rubles.

As an example, let us cite the decisions of the state labor inspectorate in the Komi Republic. According to the results of the scheduled field inspection for 05.08.2011 LLC "AZ-Sever" issued an order, the official was brought to administrative responsibility for Part 1 Art. 5.27 of the Code of Administrative Offenses of the Russian Federation. Also, based on the results of the inspection of Sfera LLC (Usinsk), conducted on 10/13/2011, an act, an order, a protocol were drawn up, a resolution was issued on a fine in the amount of 2,000 rubles. One of the reasons for the sanctions is the lack of staffing.

But due to the fact that the obligation of the employer to maintain the staff list is not provided for in the legislation, these sanctions can be challenged in court.

Summing up

The staffing table is considered one of the main documents for personnel work in the organization, therefore, when conducting inspections (especially if the bases for calculating wages are checked), the regulatory authorities want to get acquainted with it.

With individual labor disputes the staff list can act as evidence, so the courts may request this document, especially when challenging the legality of dismissals, transfers, collection of wage arrears.

Staffing allows you to more effectively manage personnel policy, keep track of vacancies, make optimal use of labor resources.

The exception is the forms for recording working hours and settlements with personnel for wages (clause 1.2 of the Decree of the State Statistics Committee of the Russian Federation No. 1), which are not used in the work of budgetary institutions.

The fact of economic life is an action or event in the economic activity of an economic entity, including business transactions, changing the composition of its assets, liabilities or financial results.

One of the types of local regulatory documents is the staffing table. This type of document is used to control the quantity and composition of any property.

For this, there are certain rules for compiling the staffing table.

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The need for a document

The staffing is the staffing of the organization. It is not included in the list of primary documents, so some enterprises do not practice its compilation and maintenance. Despite this, its presence provides significant assistance to the management in ensuring control of the company. In addition, the document helps in communicating with the inspectors.

When checking the work of an enterprise by representatives of the tax or labor inspectorate, the presence of a staffing table is not necessary, but desirable. If there is no such document, this can be interpreted as one of the types of violation of the Labor Legislation or Labor Protection. This may be punished by the imposition of penalties in the amount of 1-2 thousand rubles per responsible person or up to 30 thousand rubles for.

The main function of the staffing table is to justify the reasons for the dismissal or reduction of employees of the enterprise. Its absence makes it much more difficult for management to prove the legitimacy of these processes.

Compilation and maintenance of the HR is the responsibility of IT or an employee personnel department. In most cases, this task is entrusted to the accountants. Since the head and the chief accountant of the company put the signature under the document, they are responsible for its authenticity. When drawing up the staffing table, the term does not matter. To do this, the instructions for maintaining documentation should contain the following items:

The document must clearly indicate the conditions for drafting and editing it.
The head of the enterprise is obliged to draw up and sign an order on the commencement of the operation of the SR. It must necessarily include a clause that includes a list of persons responsible for compiling and maintaining the staffing table.
In addition, employees must be identified who must be notified of any changes to the schedule.

You do not need to have a list of legislative and regulatory acts on the basis of which the document is compiled, changes are made to it and other nuances for working with this document.

Compilation features

It is necessary to enter the following data into it:

Company name. It must correspond to the one indicated in the constituent documentation (up to abbreviations and the name in a foreign language).
OKPO code. Consists of 8 digits.
Exact date of writing. It is formatted as day, month, year.
Validity. The period of time during which the staffing table is in force is precisely indicated.
The name of the structural unit of the organization. These data are entered in accordance with the classifier. If it is missing, the information is entered in alphabetical order.
Department code. The data entered into the classifier or compiled by the company's management are used. In the second case, any principle can be used.
Position, rank, category. Data is entered starting from the top management and in descending order. It should be noted that if an employee belongs to employees, he occupies a certain position, if he is a worker, his profession is indicated.
Number of She. Information is carried separately for all positions and professions. If a person works part-time, you need to indicate the share, for example, 2, 75; 0, 5, etc.
Tariff rate or salary. When entering data, the average for the month is taken into account, which depends on the OT system. It should be noted that the rate must be indicated in the currency of our country - rubles. In some cases, an interest rate or ratio is used. It is not recommended to use dollars or other currencies. This is not prohibited by law, but, according to the Labor Code of the country, the rate in foreign currency is automatically converted into rubles at the current exchange rate. In addition, during the proceedings in court, such a practice will be qualified as a violation. This is due to the fact that the rate tends to change in the direction of falling. Such a situation can be considered by a judge as the creation of unacceptable wage conditions for employees of the enterprise.
The amount of allowances. These columns indicate payments of a compensatory or incentive nature. Their size is established by law and encouraged by the head of the enterprise.
The last column summarizes the data indicated in columns 5, 6, 7, 8. This figure is multiplied by the number of employees, according to the staffing table.
It is possible that some of the data used when filling out the form needs a little clarification. This information is recorded in the Notes column.
The document must be signed by the head of the organization and the chief accountant. In addition, the document has its own number.

After the staffing table is drawn up by the head of the enterprise, an order is drawn up, in which information is brought to the attention that the SHR has been drawn up, information is indicated on the total number of employees of the company, as well as the period during which the document is valid. The order, certified by the head and other responsible people, is registered. Registration data is entered into a special journal. The staffing table and the order on it are stored along with other company documents.

Making changes to the SR

It is possible that in the staffing table, as in any other document, it will be necessary to make any changes. What document amends the staffing table? Since the document comes into force only after the signing of the order, it can also be amended in accordance with the order for the enterprise.

As a rule, the date of signing the order and the date when the changes take effect are not the same. In the event that the changes are not large-scale, changes are made to the staffing table. Otherwise, it becomes necessary to draw up a new staffing table. This is a new order.

Making changes to the schedule primarily affects the interests of the company's employees. This, in turn, requires the implementation of changes to employment contracts. According to the law, in order to carry out this procedure, the following conditions must be met:

Obtain the consent of each employee whose employment contract requires changes.
The representative of the management or personnel department is obliged to put each worker on notice that there is a need to draw up a new staffing table. According to the legislation, there are certain time frames during which the notification must be brought to the attention of employees.
There are many cases when the managers of the enterprise believe that the presence of an order to amend the employment contract and the consent of the employee with these amendments are one and the same. This is wrong. As an example, consider making changes to the size of the company's employees. It is the responsibility of the head of the company to notify the employees at least 60 days in advance that their salary will be changed. Immediately after this, an appropriate order is drawn up and signed, which also indicates the need to change the staffing table. Be sure to specify in the order information on exactly which positions the changes will be made, as well as the date on which future amendments will come into force. In addition to the signature of the head and chief accountant, the order is also signed by an employee of the personnel department, who will be directly involved in changing employment contracts.
After that, it is necessary to draw up an additional agreement with each of the above employees, where not only the fact, but also the reason for the change in salary is specified in detail. If this does not satisfy the person or is not indicated at all, he has the right to demand the payment of material compensation for the period during which he, performing the same work, received a lower salary. In practice, there is mainly an increase in wages. But the possibility of its lowering is not excluded. The reason for such a move may be changes in the organization of working conditions or technological conditions for the organization of the labor process, the adoption by the company's management of a new management policy, the modernization of the process, a drop in the level of profitability of the company or its reorganization. At the same time, the position and duties of employees do not change. If this cannot be avoided, management is required to provide strong evidence supported by legislative framework, about the impossibility of saving positions.
With the reduction of personnel, changes are also made to the staffing table. This is due to the removal of some state units from the document. Given that employees are notified 60 days in advance of upcoming layoffs, changes made in the SR also come into force at this time. If there is a staffing table at the enterprise, its manager will have legal documentary evidence that these positions have been removed from the list of the company's staff units. Otherwise, the actions of the leader may be perceived as illegal.

Any step of the head of the enterprise must be confirmed by the TC.

It might be important

When developing the staffing of an enterprise, some important questions may arise that you need to know.

Among the most significant and frequently encountered are the following:

If the company has one or more branches, it is not necessary to draw up a separate staffing table for each of them. According to the legislation of the country, branches are not employers.
If necessary, indicate in the staffing table of the company employees involved in seasonal work, you can add the Period of work column to the document, where you can specify this type of employee. It is also worth paying attention to the fact that it is imperative to indicate the period during which people will work.
The positions of employees specified in the SR must correspond to those that appear in the employment contracts of these people.
If a person is hired for a position that is not on the schedule, the manager needs to adjust the company's local documents.
In the case when one position is occupied by several people whose employment contracts indicate that they work part-time, when calculating the total number of units by state, the exact figure must be indicated. For example, if one position is occupied by 3 people, two of whom work for 0.5 rates, and the third for 1 rate, the total should indicate 2.0 staff units.
If the enterprise practices a tariff-free or mixed payment system, a coefficient or percentage can be used to accurately indicate the units of measurement.
In the absence of active salaries in the staff list, it has no legal force. This goes against the law.
The staff list has no relation to the company's employees. In this regard, when compiling an extract, it does not indicate the data of the worker.
If it is necessary to draw up an extract from the SHR by a branch of the company or its representative office, this issue must be specified in the company's charter. In addition, they can act by proxy. If there is none, an extract is requested from the accounting department of the main enterprise.
If there is any error in the extract or the slightest correction, the document is not valid.
If a forged document is drawn up by an official, a fine will be imposed on him.
The same punishment threatens an official who refused to issue an extract from the staff list to an employee. A person does not have the right to demand for the issuance of a document, any copies of the documentation or a certain fee. The extract is issued free of charge.

Often individual entrepreneurs the question arises of the advisability of compiling and maintaining a staffing table. On the one hand, the legislation states that the staffing table is drawn up for the enterprise, and not for the employee, on the other hand, in the event of an inspection by the federal labor inspectorate, a private entrepreneur may have big problems, which consist in imposing a fine or closing the enterprise.

When compiling the staffing table, it must be taken into account that the salaries of employees who occupy the same position should not have a fork. There may be a difference in the amount of additional payments (allowances, bonuses, etc.). The difference is influenced by the qualifications of the employee, the length of his work in this enterprise, the complexity of the work performed. In no case should we forget that after drawing up a new staffing table, the old one must be kept. The draft of the old SHR is stored for 5 years, the entire list of correspondence related to the preparation of the document is stored for 3 years, the staffing (addition to the staffing table) is stored up to 75 years.

In order to avoid difficulties with the independent development of the company's staffing form, experts recommend using the ready-made T-3 form or downloading other types of forms from which you can choose the most suitable for a particular enterprise.

Do not ignore the need to draw up and maintain a company's staffing table. You have to be very careful with this process. This will provide significant assistance in the event that someone will be provided with registration for a specific position, with a reduction in staff or a reduction in the rate.

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Staffing: we solve emergency situations

Strictly speaking, according to Qualification Handbook positions, a labor economist should be involved in compiling the staffing table Qualification directory of positions, approved. Decree of the Ministry of Labor of 21.08.98 No. 37. But it happens that there is no such position even in big company. Therefore, the execution of this document is entrusted to both personnel officers and accountants. After all, it is these people who have information about the structural divisions of the company, the positions available in them and their status (employed / vacant), the number of staff positions and salaries for each position.

So, if the manager instructed you to draw up the staffing table or make changes to it, do not be alarmed. We have prepared for you a sample of filling out the staffing table in the "Document Management" section on. And here are the answers to some questions from our readers who have already taken up this matter.

Employees do not need to be familiarized with the staffing table

THEM. Pekareva, Novosibirsk

We don't have a staffing table. And one dissatisfied worker began to threaten that he would complain to the labor inspectorate, because he was not familiarized with this document when he was hired. Should we have done it?

: According to Rostrud, the staffing is local normative act(LNA), in which I am fixed Clause 1 Letters of Rostrud dated March 22, 2012 No. 428-6-1:

the existing division of labor between workers;
terms of payment for their work.

The Labor Code of the Russian Federation obliges to acquaint the employee with those of the LNA that are “directly related to the work activity of the employee” Art. 68 Labor Code of the Russian Federation. Therefore you are not required to show the staffing table to the employee if:

have his signature that before signing the employment contract, he was familiarized with both the job description and the LNA containing the rules for determining the amount of remuneration for his work (for example, this may be a provision on remuneration) Art. 68 Labor Code of the Russian Federation;
his salary, surcharges and allowances specified in the employment contract Art. 57 of the Labor Code of the Russian Federation.

The staff list is kept by the one who is responsible for it.

M.A. Markulov, Kazan

Is it correct that our staff list is kept by personnel officers? And how long do you need to store already inactive staffing tables?

: You can keep the staff list where it is convenient - no special requirements have been established by law. If, according to your workflow regulations, the personnel department is involved in making changes / additions to the staffing table, let it be stored there.

And you need to store the schedule itself and orders that change it in the company constantly, that is, indefinitely item 71 of the List, approved. Order of the Ministry of Culture dated August 25, 2010 No. 558.

In the staffing table, you can enter positions that are temporarily replaced

I.T. Plekhanov, Podolsk

From time to time we need to hire a quality specialist. On the basis of a civil law contract, the specialist we need does not want to work. Can we introduce a temporary position into our staff list, for example, for 3-4 months, in order to accept it under an employment contract for this period?

: You can:

<или>simply add such a position to the staff list and do not note in any way that it is temporary;
<или>indicate in the staffing table that the position is temporary or is replaced for a certain period. For example, you can indicate this in column 10 "Note" of Form No. T-3.

But keep in mind: even if in the staff list you indicate the temporary nature of the position, you cannot conclude a fixed-term employment contract only on the basis of this. If you hire a specialist for a while, in his employment contract you must indicate the reason for the "urgency" provided for by the Labor Code of the Russian Federation. Suppose he comes to perform temporary or seasonal work. Art. 59 Labor Code of the Russian Federation.

Choose the way to change the staffing

THAT. Lorkovic, Moscow

Can I raise salaries for several positions in one order and approve a new staffing table?

: Any changes to the staffing table are made by order of the head of the organization. There are no special rules. You can make such an order.

ORDER No. 13-5
on salary increases and staffing arrangements

I ORDER:

1. Set from 01.04.2013 salaries for positions:
- master production area- 35,000 rubles;
- assistant foreman of the production site - 28,000 rubles;
- technologist of the production site - 38,000 rubles.

2. Approve the new staffing table You can do it differently - indicate the following in the above order: “Introduce changes to the staffing table No. 2 of 01/31/2010 from 04/01/2013, taking into account the increase in salaries for the positions indicated in paragraph 1.” But this option is only suitable if you rarely make changes to the staffing table.
It is more convenient, of course, each time to assert new edition staff schedule. It’s easier to see the current situation in the state than to look for innovations in various orders with the heading “On changes to the staffing table” No. 3 dated February 27, 2013 (attached) and enter into force on April 1, 2013.

And do not forget, before the approval of the new staffing table, to conclude with employees who change salaries, additional agreements to employment contracts.

Only a vacant position can be deleted from the staff list

ETC. Yudin, Pyatigorsk

The head instructed me to remove from the staff list the position occupied by an employee who went on maternity leave, and then on parental leave. And I had some doubts, is it possible to do this at all?

EXPLAINING TO THE MANAGER

If a woman on parental leave wants to return to work before the child reaches the age of 3, she must be accepted, even if her position is deleted from the staff list.

: Your doubts are justified - as you say, it is possible to “remove a position” only if it is vacant. Otherwise, we are talking about downsizing.

When a woman goes on maternity leave/maternity leave until she reaches the age of 3, she retains her job. And under no circumstances can her position be reduced x articles 256, 261 of the Labor Code of the Russian Federation. This position is considered occupied, even if the duties for it are assigned to other employees.

Vacation pay needs to be indexed if the salaries of the entire state have increased

I.B. Lanina, auditor, Moscow

We do audit companies where there is an order to change the staffing table in connection with the introduction of several new positions and an increase in salaries for old positions. How to calculate vacation pay correctly - taking into account the average salary of the employee, increased by the increase factor, or not?

: First of all, look at whether the salaries of all employees of the company have increased, individual employees or a whole structural subdivision (department, workshop, section, territorially separate branch or representative office of the company clause 16 of the Decree of the Plenum of the Supreme Court of March 17, 2004 No. 2). Depending on this, and act e clause 16 of the Regulations, approved. Decree of the Government of December 24, 2007 No. 922:

<если>salaries were increased for all employees of one department or company, without exception, then calculate the increase coefficient and increase earnings for it when calculating vacation pay;
<если>salaries were increased for individual employees, then it is not necessary to calculate the increase coefficient and index it to it average earnings to calculate holiday pay.

There may be vacancies in the staffing table

M.A. Pushkareva, Pushkin

Our personnel inspector quit, his duties were assigned to the accountant by order of the director. How can this be reflected in the staffing table? Is it possible to completely exclude the personnel department from the staff list?

: Can. But first, check with your manager if he is going to hire personnel officers in the future. If yes, then it is better not to touch the staff list, let there be a vacant position.

If you take the company personnel workers no longer planned, you can prepare for approval by the manager:

<или>an order to change the staffing table in connection with the elimination of the personnel department;
<или>an order to introduce a new version of the staffing table that does not contain personnel positions.

The full salary is included in the staffing table.

S.E. Khorosheva, St. Petersburg

We are hiring two deputy directors. But one is full-time, and the other is part-time. How to reflect this in staff units and what to write in the staffing column “Salary”: a whole salary for the position or half?

: In your situation, the staffing table can be filled in as follows:

Structural subdivision		Position (specialty, profession), rank, class (category), qualification	Number of staff units	Tariff rate, salary, rub.	Allowances, rub.			Total per month (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4	Note
Name	code		Number of staff units	Tariff rate, salary, rub.	Allowances, rub.			Total per month (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4	Note
1	2	3	4	5	6	7	8	9	10
...
Administration	01	...	...	...	...	...	...	...	...
		Deputy General Director	1,5	20 000	-	-	-	30 000	-

Or like this:

the condition of payment in proportion to the hours worked.

There can be no different salaries for the same positions.

T.D. Pashkevich, Moscow

Coming to us now new employee on vacant position specialist. The director said that his salary would be higher than that of an employee who already works for us in the same position.
But I doubt: is it possible to put two “specialist” positions with different salaries in the staff list?

: It is forbidden Letter of Rostrud dated April 27, 2011 No. 1111-6-1. Usually, if the labor inspector discovers such discrepancies during the inspection, he fines for violation of labor laws and issues an order to establish the same salaries for the same positions. Determination of the St. Petersburg City Court dated November 14, 2011 No. 33-16864.

WE REMIND THE MANAGER

Install different salaries people working in the same positions it is forbidden. If some employee wants to pay more than others in the same position, you can either rename his position or set him some kind of allowance.

Therefore, discuss with the manager the changes to the staffing table:

<если>if your company has a local regulation (perhaps a payment regulation) that provides for any compensatory or incentive bonuses to salary, then write down the same salaries for these employees, and set bonuses for a higher-level specialist. See what suitable allowances are in the internal act of the company. For example, an allowance for knowledge of a foreign language, for professional excellence, for the performance of especially important tasks, etc.;
<если>If you don’t have any salary increments in the company, then write down different job titles in the staffing table. Let's say a specialist and a leading (senior, chief) specialist. And do not forget to prepare a separate job description leading specialist, if you do not have one.

The legislation does not establish a direct need to maintain this documentation, but Article 15 and Article 57 of the Labor Code of the Russian Federation indicate that official work at the enterprise is determined by the staffing table on which the employment contract is based.

First of all, the details are indicated in the text (Name of organization, OKPO, document number and date). Further, all information is included in the table.:

What are the established standards?

The only regulatory requirement is to maintain the document in accordance with the unified form No. T-3.

Reference. The staffing table can be compiled by any employee in the organization if this function is assigned to him. But for this, the corresponding order of the leadership is issued without fail.

Where can I find the manual and what does it contain?

The legislation does not set a framework for the duration of the document. But, as a rule, it is painted for one calendar year. In order to simplify this process, an instruction for office work is being created. The instructions contain the following information:

Useful video

What is a staffing table and how to draw it up correctly - a detailed video:

Conclusion

The staffing table is an important document in any company.. Its presence is mandatory, but there are no strict requirements for the design and content of the legislation. During inspections, labor and tax inspections may request it and, in case of absence, fine the enterprise.

In addition, papers can become evidence of the legitimacy of the employer's behavior during layoffs and reductions, if the case goes to court. Therefore, a competent approach to record keeping will only benefit the company.

Didn't find an answer to your question? Find out, how to solve your problem - call right now:

The staffing table is an important personnel document that contains the most complete information about everything related to the organization's personnel. The data in it is presented in the context of structural divisions and individual staff units, indicating their number and basic data for each position, such as position held, salary, etc.

The main value of this document is that it is a convenient tool not only for accounting, but also for managing the structure of the enterprise's personnel, since, based on the information contained in it, it is very convenient to analyze indicators characterizing labor efficiency, as well as develop ways to optimize the use of labor resources .

The staffing table is a unified document on the accounting of the organization's personnel, containing data on its:

Personnel structure.
The official composition.
The number of employees.
approved salaries and allowances.
Other necessary information.

Its form was approved in 2004 and is contained in the Album of Unified Forms of Documents, however, it can be drawn up arbitrarily, provided that it is retained as part of the mandatory details.

Along with the mandatory details contained in all unified forms personnel documents, the following indicators should be included in the staffing table:

Name and code of the structural unit.
Job title.
The number of staff units.
Salary and allowances due.
The total amount of wages.
Note.

The staffing table can be compiled in two versions: current (based on existing data) and planned.

Staffing functions

The staffing table contains a set essential information about personnel, both throughout the organization and its structural and staff units. Thus, along with the tasks of personnel accounting, it provides an informative basis for effective work in the field of personnel management. The completeness and detail of the data presented in this document serves as the basis for the development and adoption management decisions at all levels.

There are several main functions of the staffing table. Staffing schedule:

Demonstrates the organizational structure of the enterprise.
It is one of the most important sources of information for the analysis of the existing personnel structure.
Contains data on the number of personnel in general for the enterprise and in the context of departments and positions.
Provides a snapshot of payroll information.
Reflects current job posting needs.

The staffing table at the enterprise can be drawn up by any employee to whom the management has entrusted this function. The appointment of an employee responsible for the performance of this function is established by order of the organization. The form of the staffing table itself is fixed in a similar way, while in the order (instruction) of the head of the enterprise on its approval, all the details included in it must be indicated.

The staff list is compiled without specifying the names and other individual characteristics of employees working at the enterprise, and contains information about organizational structure indicating their positions, as well as the names of structural units.

Any requirements regarding the period during which the staffing table may be valid, in legislative acts Russian Federation not installed. This means that each organization has the right to independently determine the frequency of its approval based on the specifics of its activities.