The movement of an employee within one enterprise is an integral part of his career. All stages of moving an employee up the career ladder are expressed in transfers from one position to another and transfers from one place to another. In some cases, his consent is required, in others it is not required at all. At the same time, both the employer and the employee of the enterprise must carefully monitor the correct execution of documents, since their rights and essential interests depend on this.
Definition
Transfer of employee - this is a change in the labor functions of an employee while maintaining a job with the same employer. It can be permanent or temporary, carried out at the initiative of the employer or by agreement of the parties. Temporary transfer is also carried out due to medical indications (health condition) or during the absence of another employee of the organization.
Relocation of an employee is the movement of an employee within an organization without changing labor functions. It is always carried out in the same locality, while the essential terms of the contract do not change. In accordance with part 3 of article 72.1 of the Labor Code of Russia, it does not require the consent of the employee and is one of the internal issues that are resolved by the management of the organization.
Comparison
A permanent transfer of an employee is always drawn up in a work book, while the transfer of such an entry does not require. It is possible to separate one type of movement from another only by studying the employment contract. This affects the actual assessment of the legally significant action. When transferring, an additional agreement is always concluded with an employee, which specifies the essential conditions of the activity.
Both transfer and transfer cannot be carried out in the event that it is dangerous to the state of human health. The larger the organization, the more opportunities it has for horizontal and vertical movement of labor resources. Very often, personnel services use such a technique as terminating an old contract and preparing a new one. This is due to their reluctance to conclude additional agreements between the parties to labor relations.
Conclusions TheDifference.ru
- Essential terms of the contract. When translated, they change, when moved, they remain the same. Thus, the first type of movement may require special skills, education and qualifications, while the second definitely does not.
- Labor function. When moving to a new position, it remains the same; when transferring, it changes.
- Terrain. Moving an employee involves moving in the same locality. A transfer can mean moving to a new city, which is fundamental for the vast majority of workers.
- Consent of the employee. In all cases of transfer, the consent of an employee of the company is required. Moving such an expression of will does not require, since in fact, horizontal, and not vertical, movement is carried out.