Most individuals get a job. The issue of employment has several pitfalls. In this article, we will find out what documents are required when hiring various categories of individuals who are residents and non-residents of our country, and also consider some questions on probationary periods.
Key Documents
They are defined by Art. 65 Labor Code of the Russian Federation. These include:
- identification;
- SNILS (this certificate must be issued by the employer at the initial employment of an individual);
- a document confirming the required level of education for the applicant, the availability of the required qualifications or the passage of special courses to improve it;
- work book (upon first application, this document is entered by the employer; a part-time worker is not required without his desire; if it is absent, an application must be submitted stating the reasons for this phenomenon, on the basis of which a new labor is entered upon employment);
- certificate of no criminal record or criminal prosecution for those posts that fall under this rule;
- for draftees and persons liable for military service a certificate from the military registration and enlistment office or military ID is provided.
The main of these basic documents when applying for a job is an identity card. A passport can be declared invalid if it contains notes that are not provided for by Regulation No. 828. The following are admissible:
- registration at the place of residence and marks of disposal;
- those of a concluded and divorced marriage;
- having children and military duty;
- types of documents issued as identity cards abroad;
- blood identification indicators (Rhesus factor, blood group), as well as TIN.
The personnel department inspector should check the provided identification for only valid marks. If there are other of them, it is recognized as invalid and does not confirm the identity when hiring an employee for work.
The applicant will also be refused if he has delayed his shift after reaching a certain age. A temporary identity card, which is issued for a time while replacing a permanent one, has the same validity as the last for the period for which it was issued.
What can act as an identity card
An employee is hired after the latter presents the relevant document confirming his identity. It should contain a photograph of the job seeker identifying his information, including full name and data of such a certificate, including the number and series, as well as information about the authority that issued it, as well as the validity period, if a time limit is set. The document must be certified by the seal of the organization issuing it, as well as the signature of the head.
The following documents may serve as a certificate:
- birth certificate for persons under the age of 14 years;
- certificate of a Russian military soldier or sailor, as well as soldiers and junior officers serving in the RF Armed Forces both under contract and on an urgent basis;
- temporary certificate valid for up to 60 days, issued at the time of issuing a new passport.
What to do to the employer if the future employee does not present all the documents
If the employee does not present documents that will be necessary to pay him wages, the employer cannot refuse to accept him for work. Moreover, if this individual does not want to submit these documents, then an appropriate entry should be made in his personal file. In addition, the citizen must be notified that he is not guaranteed the correct accrual of salaries and other forms of incentives.
To prevent the occurrence of such a situation, it is necessary that the personnel department draw up a notice on the provision of the necessary documents, in which it is necessary to indicate the time and reason for their submission, possible difficulties arising from potential failure. It must be registered, the applicant gets to know him and assures him with his signature. If documents are not submitted within the indicated time period, the employee must require a written explanation of the reason for the incident. The head can declare a fined employee a disciplinary sanction, but accruals must be made on the basis of the data that was provided.
Employment of minors
When hiring citizens under 14 years of age, the latter must have the consent of the parents or guardians, a certificate from the guardianship authority, which states the time the child was at the workplace, as well as from a medical institution. In this case, the labor contract is signed by the legal representative of this minor citizen.
In case of employment of a child from 14 to 15 years old, he must submit those documents that are mandatory, as well as a medical certificate, the consent of one of the parents, that from the guardianship authority when combining work with school, a certificate from the educational institution in which the study mode is prescribed.
For minors from 15 to 18 years old, all required documents must be submitted, as well as a medical report.
These citizens cannot work underground and in facilities with particularly difficult and harmful conditions.
Part-time employment
Methods and techniques of work imply that the latter can be performed not only on a regular basis, but also in combination. In the latter, the employee must present an identity card and a document of education, as well as SNILS.
When applying for a job with particularly difficult and / or harmful conditions, he must submit to the documents listed above a certificate of working conditions at his main place of work.
Employment of a foreign citizen
He must submit the following documents:
- identification;
- migration card;
- a work book used for working in our state;
- education document;
- certificate of insurance.
Employment in educational and scientific institutions
When applying for a job in these organizations, in addition to the required documents, it is necessary to submit the results of competitions held annually in educational institutions and periodically in scientific ones. In addition, the salary in these economic entities depends on the availability of the academic degree of the applicant, and therefore for those who have it, it is necessary to present a diploma confirming its receipt. In addition, the applicant must show a list of scientific papers published by him.
Other employment
If the employee is granted certain benefits, they may require additional information. The composition of the latter depends on what benefits the employee expects.
When applying for a job with difficult or harmful working conditions, they may also require the submission of other documents, in particular, certificates from medical institutions, which will indicate that such work is not contraindicated for this individual.
Job application
The employer must verify the authenticity of the documents submitted, register the work book in a journal or book of the same name. Then it is placed in storage in a fireproof cabinet. All necessary data on the employee is entered into his personal card. Copies are made from the submitted documents, which are certified, and the originals are returned to the employee. They must be stored for 75 years.
On the date the employee goes to work in the personnel department, there must be an employment contract concluded between the employer and the employee. He is also registered in the journal of the same name. On the basis of the employment contract, an order for employment is created. It should be published within two days after the conclusion of the first. The draft order is being prepared on the same day.
Application for a job
This document has neither a strict form, nor a special form. In addition, he does not have documents regulating him. Today, a sample of hiring consists in signing an employment contract, after which an order is issued. However, the human resources department continues to use this document.
This statement is written on behalf of the job seeker in the name of the head of the business entity to which he plans to get a job. It is drawn up on a standard A4 sheet. In the “heading” of the application, the name of the business entity, the surname and initials of the head, and the full name of the candidate for the position are indicated, and they must be indicated completely in the genitive case. At the end of the address of the residence, as well as passport data.
The application itself includes an indication of the business entity where the applicant wants to be hired, the position and structural unit, as well as the date of admission. It indicates on what basis the work will be carried out - full-time or part-time. In the latter case, the work schedule should be indicated.
At the end of this document are the date of its writing and the signature of the applicant. A sample application for employment is shown in the figure.
Documents of the organization submitted for familiarization with the employee
Not only the latter must give documents to the business entity, but also from him to receive those for review. These include organizational, reference, administrative and distribution documents.
An agreement on such responsibility must be concluded with a financially responsible person, acts on the transfer of such values are drawn up, which indicate the list of goods and materials transferred. Storage should be in a separate room.
The concept of a trial period
Under it is understood the time period that is established by the labor contract during which the employer evaluates the professional qualities of the employee hired. An employee may be dismissed if some of his labor functions are not fulfilled if the directors of the organization are not satisfied with some of the personal qualities of the employee. Thus, the probationary period reflects the interests of the employer.
At the same time, the employee during this time period better recognizes the business entity in which he already works, which also allows him to make an informed decision on the need to continue to carry out labor activities in this organization.
However, this period of employment cannot be set for the following categories:
- employees selected by competition to fill vacant positions subject to legislative procedures or elected to elected posts;
- pregnant and on maternity leave up to 1.5 g of women;
- minors;
- employees with state accreditation and first applying for jobs in the first year after receiving a certificate of education;
- employees transferred from other economic entities, by agreement of the parties;
- upon conclusion of a fixed-term labor contract for a period not exceeding 2 months;
- passing alternative civilian service in the territory of our state;
- some civil servants.
If the provision on probation for these categories is included in the employment contract, it can be challenged in court when workers are dismissed.
For persons who have concluded a fixed-term employment contract, this period may not exceed 2 weeks, with the unlimited nature of this document, it can be increased to 3 months. Heads of organizations and chief accountants in this condition can be up to six months. Civil servants can be tested for 3-12 months. And in this period only the actually worked time is counted.
The duration of the test may not be higher than the maximum, but may be reduced. A sample hiring for a trial period is shown in the figure.
Job interview
It is better to come to a meeting with the employer a little earlier than the appointed time. A job interview is one of the important milestones in the employment phase. If it is not possible to arrive on time or if you need to postpone the date, you must inform the representative of the employer.
It is necessary to observe the psychological aspects during the interview, in particular, you must be polite, call the leader by name, patronymic, insert jokes and others to the place.
Finally
Hiring is a fairly responsible event, both for the employer and for the job seeker. In this case, it is necessary for the two parties to submit documents provided for by law. The employee must remember that the employer may provide the employee with a probationary period, with the exception of certain positions. The main documents for hiring are an employment contract and a job order. Many human resources departments continue to demand a statement from candidates, although it is not regulated by anything.