Here are the stages it consists of:

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Providing a new place to work. For example, allocating an office. If the office number is not specified in the employment contract, then this is a move that does not need to be agreed upon with the employee.
Transfer to another structural division , if it is located in the same region, and the previous one is not mentioned in the contract. As we have already said, it is not necessary to fix the names of departments or divisions in the employment agreement. If the name of the division is not in the contract, then this is not a transfer, but a relocation of the employee.
Starting work on other equipment. The Labor Code does not provide any explanations, but it may be about software, for example. If the employer decides to change the software, he needs the employee's norway whatsapp phone number consent only if the employment contract initially specifies which program he is working on.


Translation processing algorithm

Notify the employee of the transfer. Do this in advance, two months in advance.
Obtain written consent or application for transfer.
Draw up an additional agreement on the transfer in two copies. If the employee does not sign such a document, the transfer is considered to have failed.
Make an order. For this purpose, use the unified forms T5 or T - 5a .
Familiarize the employee with the order and ask him to sign copies.
Report the employee's transfer to the Social Fund of Russia using form EFS-1.
Record the new information in your work record book.
On topic. The procedure for hiring an employee


Errors when transferring to another position at the initiative of the employee
There are four problems that arise most often:

Lack of a signed additional agreement. This paper confirms the employee's consent to the transfer. Without it, difficulties may arise, even if the changes occurred at the initiative of the employee. Without this document, the employee can reinstate himself in his previous position through the court and demand financial compensation. The company can be fined 30-50 thousand rubles for such a violation.
Violation of temporary transfer deadlines. The employer may be fined if the deadlines are exceeded, the employee's transfer becomes permanent, and HR personnel still do not properly process it.
Probationary period for a transferred employee. Probationary periods or probationary periods are not established when an employee is transferred. He passed it when hired by the company.
The problem with vacation arises, for example, if, upon transfer, an employee was deprived of the right to unused vacation.


Instead of conclusions
There is a clear mechanism for transferring employees to another position. If you follow the requirements set out in the laws, monitor the nuances and coordinate everything in advance, then both the employee and the employer will be able to organize a comfortable and simple transition.