Application for transfer to another job or position

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File type .docx (Microsoft Word 2003)

Document type: Application

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To the manager _________________________

______________________________________

(name of the enterprise, full name of the manager)

______________________________________

(position, full name of employee)

STATEMENT

Please transfer me to the position ________________________________________________

_____________________________________________________________________________ in connection with

____________________________________________________________ from “__”_______ _____ g.

(reason for transfer)

_____________________ ____________________________

(signature) (signature decryption)

"___"______________ ____ G.

Visas:

Head of the structural unit from which the employee leaves

_____________________/_____________________/

Head of the structural unit where the employee is transferred

_____________________/_____________________/

Head of Human Resources _________________/___________________/

Download the document “Employee’s application for transfer to another position”

Drawing up an application

An application for official transfer is drawn up in the name of the manager in any form, since the legislator does not put forward special requirements for its writing. However, there are generally accepted practices for drawing up documents of this type that must be followed.

In its text, the applicant must request his transfer to another place of work, indicating the name of the structural unit or department, the name of the organization and the new position, indicating the date of such a move.

A sample application for transfer to another position can be seen in the photo below.

Sample application for transfer to another position

In addition, you need to state the rationale or reason for the job change. The employee must also confirm that he is familiar with the new working conditions and agrees with them. The applicant’s signature, last name, initials and date are placed at the bottom.

This application form must be endorsed by the following persons:

the head of the department from which the employee is expelled;
the head of the department where the employee is enrolled;
head of the personnel department;
director of the enterprise.

It is worth noting that, as a rule, each company has its own sample application for transfer to another position, which you can obtain from your manager or from the human resources department.

At the initial stage of transfer to another position, the employee’s immediate supervisor draws up a memo indicating the basis for the transfer and information about the employee (his last name, first name, patronymic, position held up to that point, name of department or unit), work experience, skills, business characteristics.

The head of the organization puts a resolution on this application, after which the employee is given a written offer to move to a new position.

Temporary transfer to another job

By agreement of the parties, concluded in writing, an employee may be temporarily transferred to another job with the same employer for a period of up to one year, and in the case where such a transfer is carried out to replace a temporarily absent employee, whose place of work is retained in accordance with the law , - before this employee goes to work. If, at the end of the transfer period, the employee’s previous job is not provided, and he did not demand its provision and continues to work, then the condition of the agreement on the temporary nature of the transfer loses force and the transfer is considered permanent.

In the event of a natural or man-made disaster, industrial accident, industrial accident, fire, flood, famine, earthquake, epidemic or epizootic, and in any exceptional cases threatening the life or normal living conditions of the entire population or part of it, the employee may be transferred without his consent for a period of up to one month to work not stipulated by the employment contract with the same employer in order to prevent these cases or eliminate their consequences.

Transfer of an employee without his consent for a period of up to one month to a job not stipulated by an employment contract with the same employer is also permitted in cases of downtime (temporary suspension of work for reasons of an economic, technological, technical or organizational nature), the need to prevent destruction or damage to property or temporary replacement an absent employee, if downtime or the need to prevent destruction or damage to property or to replace a temporarily absent employee is caused by emergency circumstances specified in part two of this article. In this case, transfer to a job requiring lower qualifications is permitted only with the written consent of the employee.

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Sample of filling out an application for transfer of an employee to another job

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An application for transfer to another job, despite its free form, includes a certain set of mandatory details.
In the upper right corner the position, company name, full name are indicated. the head of the organization, as well as the person filling out this document. The form must contain the word “APPLICATION” . Next comes a request for transfer, which indicates the structural unit of the future place of work and position.

It is imperative to indicate the date of transfer, type of transfer, and also that the employee is familiar with and agrees with the working conditions. The application is signed by the employee and dated. In some cases, the document may contain the reason for the change in labor functions, as well as the amount of remuneration.

Transfer can be carried out for various reasons. This could be a promotion at work, temporary fulfillment of the duties of an absent employee, due to a medical report, inconsistency with the position held, due to pregnancy, women with children 1.5 years old, etc.

Important nuances for document flow

In order for the upcoming translation to be completed without violations, the defining aspects of documenting the procedure should be taken into account:

if the initiative for internal relocation comes from the employee, according to current regulations, he must submit an application for transfer to another position;
if the internal transfer was initiated by the employer and was caused by production necessity, writing an application by the employee is not mandatory, but a recommended norm. If the transfer procedure initiated by the employer is non-conflict, then the law considers the employee’s handwritten signature on the transfer notification form to be sufficient evidence of consent to the transfer.

If the transfer was initiated by the employer, and the employee refuses to write a statement of his consent to internal transfer, the provisions of Article 74 of the Labor Code of the Russian Federation come into force:

the employer draws up a notice of transfer to another position at least two full calendar months in advance, and, against signature, warns the employee about the planned transfer;
if the employee’s consent to the transfer (work in new conditions) has not been received, the employer is obliged to offer him all vacant positions (including those equal to the previous terms of the contract, as well as lower paid and inferior ones);
if the employee refuses the offered vacancies, the employee is warned about the termination of the employment contract, in accordance with the norms of clause 7, part 1, article 77 of the Labor Code.

Regardless of which party initiated the transfer, when agreements are reached, an addition to the employment contract must be drawn up indicating the changed conditions.

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Features of transfer to another position within the organization

The initiator of a personnel change can be either the head of the company or the employee himself . In the case where the initiator of this process is the company administration, the need for transfer may be explained by the reorganization of the company. Another common reason for transferring employees to a new workplace is staff reduction. Promoting an employee to a higher position deserves special attention. This process can be considered as a transfer only if the employee’s job responsibilities are completely changed.

According to the established rules, the employer must agree on the transfer with the staff in advance.

An employee who has been offered a new position has the legal right to refuse the transfer. As a rule, such situations end in the dismissal of the employee. The initiator of the process under consideration can be the worker himself. When submitting an application, the worker must indicate the reasons why he should be assigned to a new workplace. The company's management can satisfy the specialist's request or refuse personnel changes. However, there are a number of situations in which the employer must necessarily comply with the requirements of the staff.

When it is impossible to refuse a transfer at the request of management

There are many different reasons for personnel changes. It is important to note that this process may affect every worker enrolled in the company's staff . The employer's main task is to obtain the worker's written consent. Despite this, there are circumstances when an employer can make personnel changes without notifying the worker himself. Such situations include:

The need to transfer an employee to prevent force majeure.
Personnel changes to prevent production downtime.
Transfer to another position in order to replace an absent worker.

Employee initiative: when the employer does not have the right to refuse

Current laws provide certain categories of the working population with additional benefits. One of these benefits is the possibility of transferring to another position with easier working conditions. This right can be exercised by professionals with poor health, workers who have suffered work-related injuries and pregnant women. This right is also granted to all employees who are raising small children (up to one and a half years old).

Employees classified as beneficiaries do not have to worry that the company’s management will refuse to satisfy their application . According to current laws, the employer is obliged to satisfy requests received from employees wishing to receive easier working conditions.

Even in the case of a transfer at the will of the employer, he must obtain a written statement of consent from the employee

Options

Next, we will consider the transfer of an employee to another position at the initiative of the employee, which includes several different options.

Part-time

If an employee needs free time or copes with his duties in less time , then he has the opportunity to switch to a 0.5 rate.

To begin with, the employee writes an application requesting a transfer addressed to the director of the organization.

Sample application for transfer to a part-time job.

If management makes a positive decision, the employee and the employer enter into an additional agreement, which stipulates new working conditions and a different schedule. The document also states:

operating mode;
hourly length of the week;
salary size.

After signing an additional agreement on the transfer of an employee, the manager, based on it, issues an order to change the staffing table.

For a lower paid job

If the procedure for transferring to a lower-level, and at the same time lower-paid position is carried out at the initiative of the employer, then it must have good reasons.

In addition, all employees affected by the changes must be notified of them in advance .

An example of a notice of transfer to a lower-paid position.

So, it is necessary to draw up a new regulation on changes in the production process, which all employees can familiarize themselves with. Those who do not agree with the changes will be fired .

Two months after employees familiarize themselves with the document, they must:

issue a transfer order;
make changes to the employment contract;
make an entry in the work book.

For reduced or part-time work

Unlike a shortened working day, which is indicated in calculations as full-time, with a part-time working day only hours worked are taken into account.

First, an employee application is required. The boss does not have the right to refuse only minor employees and pregnant women; in other cases, the decision remains at his discretion.

Then an addendum to the employment contract is drawn up, where new working conditions are prescribed.

The transfer of an employee to part-time work is completed at the employee’s initiative by issuing an order, which is signed by both parties.

To another employer

In order to correctly transfer an employee to another organization on the employee’s initiative, you must first receive his application for this case, as well as a letter of invitation from the new employer (Article 72.1).

The moving process is carried out as follows:

the boss writes to the employee a letter of invitation to the employee indicating the new position and the expected date of transfer or a letter of offer to the employer from another company about the transfer of the employee. If the employer does not agree with the relocation, the person can resign from the organization on his own;
resignation letter;
drawing up an order (form T-8) to terminate an employment contract based on an application;
dismissal of an employee from his current position;
hiring to another company for a pre-agreed position.

An employee hired by transfer does not have to undergo a test for suitability for the position held (probationary period) - Article 70 of the Labor Code.

How can an employer process a transfer?

Documents for transfer to another position

After receiving an application from an employee agreeing to transfer to another position, the organization must complete the following papers:

additional agreement to the employment contract;
order of appointment to another position;
making an entry in the work book;
registration of changes to the staffing table and other internal documentation of the organization.

The additional agreement specifies the following points: the nature of the work in the new position, the salary level, the title of the position, the name of the structural unit and other information.

It is signed bilaterally by the employer and employee.

Despite the absence of a standard application form for transfer when changing positions, the employer must be very responsible when preparing it and other documents related to the transfer.

If they are compiled incorrectly or in violation of the law, the translation may be declared illegal in court.

This situation entails unpleasant consequences for the organization: reinstatement of the plaintiff to his previous place of work with payment of compensation in the amount of average income for the entire period from the moment of transfer and reimbursement of legal costs.

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