For a long time, it is not necessary to doubt the need to introduce such an important document at the enterprises as a job description. The Labor Code does not have the obligation of the employer to compile and manage this document of the local regulatory framework of the Organization, however, in practice, its existence plays a positive role in the formation of a microclimate in the team and organization of employees.
1
Personnel workers, together with the heads of structural divisions, based on the Regulations on the procedure for developing a job description, make up a local document for each full-time position.
2
The finished act, as a rule, contains the general provisions on the post, a list of requirements for professional training of an employee, narrow knowledge in the specialty, as well as knowledge of regulatory documents regulating labor activities. Maximum details in the instructions should be set out the duties that we advise you to take from qualifying directories. The final sections lists the powers of an employee to fulfill the entrusted duties and the degree of its responsibility in violating the requirements of the legislation and the job description.
3
Before the insertion of the instruction will be able to use the legal adviser to verify the document for the presence of legal errors.
4
The official instruction is approved by the head of the enterprise or other responsible person. The approval procedure itself can be carried out by issuing an order to an organization or a prostanu of the corresponding grid on the title page of the document.
5
The original act of the local act is registered and transferred to storage. With his copy, the employee must be familiar with the painting.
The instruction that entered into force is valid until replacing it.
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