Order on the appointment of an employee responsible for insurance. sample order

If the company does not have one or another important position, these duties should be entrusted to one of the employees. We will tell you how to prepare an order for the appointment of responsible persons so that it does not cause claims from the GIT.

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Appointment of a responsible person: sample order

In the process of development of the organization, it may have new tasks and needs that are not satisfied by the personnel available to the company. However, it is not always necessary to hire a new employee in such a situation: it is quite possible that one of the existing employees will successfully cope with the problems that have arisen. So, if there is no relevant service or labor protection specialist in the state, then under certain conditions, in particular, if the number of employees does not exceed 50 people, the employer can assign the appropriate duties to another employee of the organization (part three of article 217 of the Labor Code of the Russian Federation). This is possible with the consent of the employee. The requirements for the necessary competence (education, work experience, training) of the responsible person must be determined by the employer himself.

Note! The necessary responsibilities can be distributed among several employees, for example, heads of structural divisions of the organization.

The procedure for appointing a responsible person allows you to close the staffing needs of the organization without creating an additional position. In addition, in some cases, it will help not only to solve the current problems of the company, but also to avoid problems during the inspection by specialists. state labor inspectorate- for example, if we are talking about the position of the person responsible for labor protection. In this case, the inspectors will be satisfied with the presence in the organization of an order to appoint a responsible person, whose duties include ensuring the required level of labor safety at the enterprise. Having decided on a specific candidate, it is necessary to issue an order to appoint a responsible person.

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Obligations of the employer when appointing a responsible person

Since there is an increase in the workload of the employee, the issue of additional payment. Depending on the number of new duties of the employee, they can be reflected in the order, amend the job description, or conclude additional agreement to the employment contract(Article 72 of the Labor Code of the Russian Federation, letter from Rostrud dated October 31, 2007 No. 4412-6).

Determining the responsibilities of the person responsible for a particular block of work, you can be guided by the same regulations as in the development job description specialist, taking into account the specifics of the organization. In we will bring specific example list definitions official duties when appointing a responsible person.

As a rule, the appointment of a responsible person implies the need for such an employee to acquire additional skills and knowledge in the area of labor tasks entrusted to him. In this regard, it is advisable to send the selected employee to special training, which will allow him to quickly get up to speed and effectively understand a new field of activity for him (Procedure approved by the Decree of the Ministry of Labor of Russia, the Ministry of Education of Russia dated January 13, 2003 No. 1/29). After studying, it is necessary to organize a procedure for testing the acquired knowledge, according to the results of which, in case of successful certification, this employee will be able to perform the duties of a person responsible for the block of tasks entrusted to him along with the main job.

Functions of the responsible person

An order to appoint a responsible person is issued if the employer needs to assign additional functions to the employee, which he will perform in parallel with his main job. At the same time, since we are talking about the imposition of additional duties on him, their scope is usually limited to a few specific tasks which allow him to effectively cope with his main work. Such duties may include work books, issue wages, supply control labor protection to the enterprise and other similar functions.

An example of an order for the appointment of a responsible person will be required to appoint any employee to act as a cashier for payroll in organizations that do not have a cashier on staff, or in subdivisions of an organization located in a territorial distance from the head office (workshops, warehouses).

Order on the appointment of a responsible person

Employees who are responsible for solving certain issues in the company, for example, labor protection or fire safety, are appointed by order of the head of the organization (part 3 of article 217 of the Labor Code of the Russian Federation, clause 12 of the Fire Safety Standards approved by order of the Russian Emergencies Ministry of December 12, 2007 No. 645). As a rule, these are employees who bear similar responsibilities by type of activity. In this case, the order usually indicates the position of the responsible employee.

Reissue of an order when transferring a responsible person to another position

Sometimes a situation arises in a company that an employee who, by special order, was appointed responsible for a particular labor function, was transferred to another position. For example, this may affect the responsible labor protection, fire safety and so on. In such a situation, in order to avoid misunderstandings and disputes, experienced personnel officers recommend reissuing this order. However, in some cases this can be dispensed with: it is clearly indicated when it is not necessary to reissue an order to appoint a responsible person.

The frequency of reissuing an order for the enterprise on the appointment of responsible persons

Labor legislation does not provide for the annual reissuance of an order for the enterprise on the appointment of responsible persons. The responsible person shall perform these duties until the respective order is canceled or the labor relations(Art. 8, 57, 72 of the Labor Code of the Russian Federation). Thus, there is no need to annually reissue an order on the appointment of a person responsible for the performance of a particular labor function.

Transfer of authority of a responsible person to another employee

The duties of the sick performer are assigned to another employee by order. We recommend that in the Instructions for the office work of the organization or in another local regulatory act, provide for the procedure for transferring instructions to other executors if the main executor is absent - business trip, vacation, illness.

The appointment of responsible persons is carried out by orders of the employer. The form of the order on the appointment of a responsible person is free.

Sample order on the appointment of responsible persons

The responsibility of persons is established by the employer for a specific area of activity, within a unit or the entire enterprise. For example, employees can be assigned responsibility for:

labor protection;

fire and electrical safety;

safety of material assets (material responsibility), etc.

The employer is limited in the choice of responsible persons in the areas professional activity. This limitation is due to legal requirements. For example, only an employee who is responsible for labor protection in an enterprise can:

completed training in the relevant program;

confirmed his knowledge at the qualifying exam and received a document state standard(diploma);

corresponds professional standard labor protection specialist.

The situation is similar with fire and electrical safety.

An example of an order to appoint a person responsible for the electrical safety of an enterprise

Material liability

Unlike other types, liability can be extended to all personnel of the enterprise. The scope of such liability is limited to the limits of the average monthly salary of an employee or is established as part of the obligation to compensate for the full amount of damage caused (lost profits are not subject to recovery).

Sample form of an order on the appointment of a financially responsible person

Any material liability is established by an agreement (individually concluded with an employee or collectively). The list of positions (works) of employees with whom the employer can conclude agreements on full liability, approved by the Decree of the Ministry of Labor of December 31, 2002 No. 85. This list includes:

cashiers and employees working with cash;

employees, including management, carrying out depository activities, etc.

The heads of the organization and their deputies, as well as chief accountants, may bear full liability, the provisions of which may be specified in their employment contracts.

Sample order on materially responsible persons

The liability of the employee means his obligation to compensate the employer for the damage that the employee caused to the organization as a result of his guilty actions (or inaction).

The liability rests with the employee in full() when:

shortage of valuables received on the basis of a written agreement or a one-time document;

intentional harm;

causing harm while intoxicated;

commission of a crime or administrative offense established by a court verdict or the relevant government agency;

disclosure of confidential information;

causing damage not in the performance of labor duties (after the end of working hours).

This means that even if the employee quits or goes to jail for his guilty actions, he will still have to compensate the employer for the damage that he caused him.

Before collecting damages from a particular employee, the employer is obliged to organize and conduct an audit in order to determine the amount of damage caused. Should the employer set up a special commission to conduct such a check? in the course of which it is necessary to obtain written explanations from the guilty employee on the fact of what happened. In case of refusal or evasion from providing explanations, the commission must draw up an act in free form. Without these documents, recovery of damages is impossible.

How to write an order for the appointment of a responsible person

Conclude an agreement on liability in two copies.

Prepare a draft order on the appointment of responsible persons.

It is advisable to coordinate the draft order with lawyers.

Sign the order with the General Manager.

Familiarize the employee with the order against signature.

Standard draft agreement on full individual liability

Liability cannot be applied to an employee if the damage was caused due to:

force majeure (natural acts of nature);

natural risk (the presence of production does not guarantee the availability of sales finished products);

necessity or defense (for example, had to break the table to prop up the door in case of attack);

improper storage conditions of property due to the fault of the employer (food was stored in a faulty refrigerator).

In addition, the employer has the right to refuse, in whole or in part, to recover damages from the guilty employee (). The procedure and conditions for refusing to recover damages must be determined by an agreement or other normative document employer, for example? The charter of the organization.

Making changes to documents

In the event of the dismissal of one employee or his replacement with another, the employer must prepare documents on the change of financially responsible person.

Sample order to change the financially responsible person

However, that's not all. When changing responsible persons, very often employers forget to draw up one important document, namely the act on the acceptance and transfer of inventory items for storage. Without registration of this document, in the event of a shortage in the future, it will be impossible to prove the guilt of the responsible person.

The order on the appointment of a responsible person is one of the most important documents issued by the head during production activities of this enterprise. Its creation is directly related to the organization of the normal operation of the company and serves as one of the ways to solve specific production problems.

Purpose of the document

As you know, any order is a special legal act, which is based on the instruction of the management, which is mandatory for execution by a certain official. This document is intended to address the organization's operational and core objectives. In this sense, the "Order on the Appointment of a Responsible" is especially important. With its help, it is possible to establish the work of the enterprise in a certain direction, by attracting individual specialists.

The purpose of creating this document is to increase the responsibility of specific employees to solve generally important production tasks. The order to appoint a responsible person belongs to the category. Depending on the specific field of activity, it may relate to the following issues:

liability;
fire safety;
retraining and advanced training;
labor protection and TB;
turnover of expensive materials and valuables;
use of sources of increased danger available at work;
turnover of securities.

The authority regarding the appointment of a certain responsible person, in addition to the head, also has in which this employee works.

Order structure

The order on the appointment of a responsible person is drawn up in any form. Some single unified form not provided for this document. In principle, it is compiled by analogy with and includes standard subsections that contain certain information:

"A cap". At the top of the form is the full name of the company, its form of responsibility and logo. The place, date, title and registration number of the document are also recorded here.
"Preamble". It is a description of the essence of the document and the purposes for which it was created. The information is presented concisely, literally in a few phrases. In addition, the preamble may contain a list of individual regulations that served as the basis for issuing this document. The subsection ends with the word "I order."
"Body". It sets out the content of the order and specifically indicates the employee who is assigned the relevant duties, and the one who will perform this work in his absence.
"Conclusion" is the signature of the head and familiarization with this order of responsible persons.

When issuing this document, it is necessary to clearly indicate from which moment it comes into force. In some cases, the scope of assigned duties requires the conclusion additional agreement to labor with this employee. All this must be noted in the order and completed before the appointed date.

Assigning Responsibility for PB

As an example, consider a sample order on the appointment of a person responsible for compliance with, for example, fire safety at an enterprise. Such a document has standard subsections and is drawn up on a blank A4 sheet or letterhead.

When compiling it, it is necessary to rely on the relevant laws and regulations (Law "On Fire Safety", " Technical regulation PB", as well as other departmental documents and the enterprise itself). The main text of such an order should consist of three parts:

Ascertaining. It usually begins with the words "to provide" or "in connection with the conduct."
Administrative. In its text, the essence of the issue is stated. First, a document is approved on the basis of which the selected person will conduct his work. The next item after the word "appoint" indicates the employee who will do this.
List of attached documents.

The second part must necessarily list the following responsibilities of the selected candidate:

conducting briefings with employees;
maintaining appropriate logs;
checking the status of jobs.

The order is signed by the head and brought to the attention of the relevant employee.

About reporting

Fulfilling their functional responsibilities, employees of the enterprise periodically report on the work performed to the appropriate authorities. To streamline this activity, it is necessary to issue an order. It will help increase the responsibility of individual employees for the work assigned to them.

The template for reporting, as a rule, has a standard form and consists mainly of three items:

Appointment of specific responsible persons. This part can be issued as a separate application, which lists the basic information (the name of the reporting form, information about the place and timing of its submission, information about the contractor).
The assignment of duties to the main specialists of the enterprise, who must ensure that their subordinates fulfill the tasks assigned to them.
An indication of the person who will monitor the appropriate implementation of this order.

All employees mentioned in the document must be familiarized with it personally (against signature).

The issues of personnel reliability and responsibility in the performance of official duties are perhaps the most important components of the success of any enterprise. That is why the employer, in order to organize the production of a product and at the same time receive maximum profit, must clearly define the scope of responsibility of employees. The appointment of responsible persons for a particular area of work allows you to streamline the processes of labor and production, but the most significant is liability (MO). About it, aspects of its design and implementation will be discussed in our article.

Financial responsibility in the enterprise

This term means an employee's obligation to make amends if he is responsible for the use or storage of tangible or monetary assets. They designate the scope of responsibility of employees by concluding agreements on MO. But first, the employer will have to issue an order to appoint a financially responsible person (MOL). It will become a document approving the introduction of MO and regulating the duties of an employee.

This is an internal company document, it does not apply to orders on personnel and personnel matters. The form of the order on MO is dictated by the specifics of production, the situation that specifies its name, and the actual type of responsibility. It can be individual, collective, limited and complete. We will consider the features of drawing up an order on the appointment of a financially responsible person and other aspects related to the MO.

Liability notice

There is no established form of the MO order. It is compiled arbitrarily, but with filling in all the necessary details, such as:

Company name and address;
Date of compilation and number of the document;
Full name of the head or person authorized to create the order;
Preamble indicating the purpose of issuing the order and legal justification;
List of duties of employees;
executive visa;
signatures of the employees on whose responsibility the order is issued.

Order on material liability of an employee (sample 2017)

An order to appoint a responsible person in the field of monitoring the safety of the MC may look like the one below. In reality, most often such orders are issued when registering employees for positions, cashiers, storekeepers, and sellers.

The list of positions of employees with whom it is necessary to conclude agreements on full MO for trusted property is given in Appendix No. 1 to the Decree of the Ministry of Labor of December 31, 2002 No. 85.

However, the order of full liability, the sample of which is given above, will be invalid if the administration of the company does not conclude an agreement on MO with the employee, or fix this condition in employment contract when hiring).

Change of financially responsible person

In the course of the company's activities, the change of the MOT (as a result of dismissal or transfer to another position) is a regular event that requires re-registration of documents. The departure of a person burdened with a full MO is accompanied by a mandatory inventory of goods and materials or Money, i.e., those assets for which the employee was responsible (clause 27 of the PBU of July 29, 1998 No. 34n) and the subsequent transfer of values under the report to a new employee. Conducting an inventory due to a change in the MOL is initiated by the head by issuing an order (form No. INV-22).

The inventory is carried out on a commission basis, its results are drawn up with an inventory list (f. No. INV-1, INV-3) in 3 copies (one for the transmitting and receiving MC parties and one for accounting for further processing). If there are no discrepancies between the actual availability of valuables and accounting balances, then the manager issues an order to change the financially responsible person. Sample document:

Order on bringing to liability

The presence of a contract on MO is the basis for compensation for the damage caused to the employer. It is important that this damage be real, for example, the lack of MC in the pantry or money in the cash register. Lost profits cannot act as damages.

Finding shortages is a classic example of holding MOTs accountable. In such a case, we can talk about the full compensation of the damage by the employee, since he agreed with the responsibility in full, signing the contract on MO. Full liability is also provided for employees who have caused damage if they have done so:

intentionally and knowingly;
being in a state of intoxication;
disclosing trade secrets.

There is also a partial responsibility of the employee. In these cases, the employer will be satisfied with the recovery of a share of the damage in the amount of the average monthly earnings.

It is possible to involve an employee in compensation for damages in full or in part only if his guilt is proven. To do this, the employer will need to:

check the property, establish the extent of damage;
appoint a commission that will conduct an internal investigation;
receive explanations (written) from the employee;
determine the amount of damage.

Based on the conclusions of the commission and the amount of harm caused to the company, the manager issues an order to hold the employee liable. We offer approximate form, relevant for 2017:

So, the order on the imposition of liability, the sample of which we presented, is a confirmation of the employer's conviction that the employee is guilty and is based on the actual circumstances - the results of the investigation. The absence of documentary evidence of what happened is a reason to appeal against the actions of the employer.