1. FORMS T-1 AND T-1A: EMPLOYMENT ORDER

I. I. The order number may include an alphabetic index, for example, “l / s” (order on personnel) or “k” (personnel order) - in an organization with a small personnel document flow; or “p” (order of admission) or “pr” (same) - in a large company with a large amount of personnel workflow:

1.2. The date the order was drawn up (it is also the date of its signing and the date of publication) may correlate differently with the date the employee was hired:
1) the order may be issued on the day the employee starts work. So both dates will match:




3) finally, in cases where the employee was actually allowed to work without drawing up an employment contract in writing, the order is issued after the signing of the employment contract and on its basis (Article 68 of the Labor Code of the Russian Federation), therefore, the order is retroactive and its date compilation will be later than the start date of work:


1.3. Line (column) "Last name, first name, patronymic". In this line (form T-1) or column (form T-1a), the name, patronymic and surname of the hired employee must be written in full in the accusative or nominative case. Reducing the name and patronymic to initials is unacceptable: the subscript of the T-1 form and the title of the column of the T-1a form contain a hint about this.
Not properly:




1.4. Line (column) "Structural subdivision". The text of the employment orders must indicate in which structural unit the employee is hired. This line is filled in in accordance with the employment contract, in which the structural unit is indicated according to the organization's staffing table.
AT small firms, where there are no structural divisions, this line, of course, is not filled in:




AT large companies, where there is a branched organizational structure, a rather large hierarchical ladder of subdivisions is possible, which, according to the “matryoshka principle”, enter one into the other. In this case, in the line "Structural subdivision" all "matryoshkas" can be indicated, i.e. departments that are fixed in the employment contract. At what level of the organizational structure it is necessary to stop, indicating the divisions in the employment contract, is decided in each specific organization depending on the situation. The main criterion is to ensure the possibility of movement of workers without their consent.
According to the new edition of the Labor Code of the Russian Federation, the name structural unit is no longer a requirement for inclusion in labor contract*. Now the condition on specifying the place of work (indicating the structural unit and its location) and (or) on the workplace is recognized by the legislator as additional (Article 57 of the Labor Code of the Russian Federation). However, if an employee is hired by a branch, representative office or other separate structural unit located in another locality, the employment contract, and therefore the order for employment, must indicate the name of this structural unit and its location, for example :


If, however, the labor contract indicated an internal, non-separate structural unit that is part of the structure of a larger unit, then the order should also contain this information in strict accordance with the labor contract. This can be done starting with the largest and ending with the smallest unit, or vice versa.
Thus, at a plant, each workshop can be divided into sections, and brigades are created at each section, and the brigades can consist of links. Let's say we make out the reception of an employee of one of the links. In an order, it might look like this:






Given the need to transfer this entry to the employee's work book in strict accordance with the order, the second option is preferable as the most compact one.
1.5. Line (column) "Position (specialty, profession), category, class (category) of qualification".
1.5.1. When hiring employees, the order indicates the position, and if there is a rank or category, the qualifications. Each personnel officer decides on his own whether to write the word “position”, which is already in the interlinear (in the title of the column):




1.5.2. When hiring workers, their profession is indicated (in the instrumental or nominative case) and (if any) qualifying category, for example:




1.6. The line "Conditions for employment, nature of work."
1.6.1. The Instructions for filling out the unified forms T-1 and T-1a contain a requirement to indicate in orders when applying for an employee to work:
. employment conditions;
. the nature of the work to be done.
Thus, in the line in question, it is necessary to record that the employee is hired on the following conditions:
. with full financial responsibility:


for part-time work (with an indication of the proportional remuneration of the employee):


to work with a reduced working time (indicating the amount of payment in accordance with labor law):






. for a part-time job. At the same time, it is indicated for what share of the rate (but not more than 50%), the employee is accepted, since according to Art. 284 of the Labor Code of the Russian Federation, the working time of a part-time worker cannot exceed 4 hours per day. Thus, unlike the previous edition Labor Code, according to which the maximum working time of a part-time job was 0.4 rates, new edition The Labor Code of the Russian Federation allows the employer to accept a part-time job within the limits of up to 0.5 of the rate, which should be indicated in the order **:


. and also indicate the grounds (reasons) for admission to temporary work in accordance with Art. 59 of the Labor Code of the Russian Federation, for example:




and other reasons provided for by Art. 59 of the Labor Code of the Russian Federation.
1.6.2. Undoubtedly, readers have noticed that in the examples only a fragment of the T-1 form (an order to hire one employee for work) is given. In the form of an order for processing the admission of several workers (T-1a), there is no column similar to the line "Conditions for employment, nature of work." This does not mean that the T-1a form cannot be used because of its imperfection.
The fact is that when an employee is hired with standard, most convenient working conditions for a person - the main job, the employment contract is concluded for an indefinite period, the mode of work and rest is normal (40-hour work week with an 8-hour working day with two days off on Saturday and Sunday), the absence of a full liability etc. - records of these conditions are not made in the order, i.e. it is not written that the work is the main, permanent, etc., this is implied "by default". Therefore, when the simultaneous hiring of several workers with standard working conditions is issued, the absence of the column "Conditions of employment, nature of work" in the unified T-la form does not create any inconvenience.
If we want to issue some or all of the hired employees on special conditions, we have the right to:
. or add special conditions for hiring and / or the nature of the work in the column “Position (specialty, profession), category, class (category) of qualification”, for example:


. or enter the corresponding column in the T-la form, reducing the left and right margins for this and somewhat “squeezing” the remaining columns *;
. use the T-1 form and make several admission orders for each employee with the same date (but, of course, with different numbers).
1.7. The lines “With a tariff rate (salary)”, “Surcharge”; column "Tariff rate (salary), allowance".
Employees with a time-based wage system are set a monthly salary (official salary) of wages, pieceworkers - a tariff rate.
1.7.1. The amount of salary in no case can be less than that indicated in the organization's staffing table. A very common practice, when for the period of probation an employee is paid a smaller salary than the staffing table, is illegal and, therefore, vicious. Article 132 of the Labor Code of the Russian Federation prohibits any discrimination in setting wages. Therefore, during the test period, the employee must receive the salary that is established for his position or profession by the staffing table.
In the staffing table of some organizations, the “fork” of salaries is still preserved. In this case, in order to avoid discrimination, the employer needs to develop a regulation on remuneration, which should contain clear, clear and unambiguous criteria for establishing a particular salary. In practice, this criterion most often becomes work experience in the organization.
For example, with a salary fork of 10,000-12,000 rubles. the Regulation on remuneration may indicate that when hiring a new employee, a salary of 10,000 rubles is set, after 3 months his salary will be increased to 11,000 rubles. etc. But in no case should the increase in salary be tied to the period of the test (“at the end of the test, the employee’s salary is set at 11,000 rubles”)! This will clearly show that a reduced, i.e. discriminatory wages.
If the increase in salary or tariff rate depends only on the length of service in the organization, then it applies to all employees, including those hired and without probation, which means that for the first time, each new employee will be given a “lower fork” salary, which over time will “grow” in the same way for everyone, which completely eliminates discrimination.
Worked out in practice and others legal ways increase in wages for employees who have passed the test and continue to work successfully in the company, in particular, the establishment of bonuses for various reasons.
1.7.2. In an employment order (as well as in an employment contract), when specifying the amount of wages, in no case should a reference be simply made to staffing. In Art. 57 of the Labor Code of the Russian Federation clearly states that one of the mandatory conditions for inclusion in an employment contract is the size of the tariff rate or official salary employee, as well as the amount of additional payments, allowances and incentive payments. In the unified forms of employment orders, brought into line with the Labor Code of the Russian Federation, the requirement to indicate the exact amount of wages is underlined in the design of the corresponding requisite.






With the order of employment (as well as with other personnel orders), the employee must be familiarized against receipt. Getting acquainted with the order, the employee must be able to make sure that his salary complies with the terms of the employment contract.
The arguments of the heads of a number of companies that wages are a trade secret of the organization and therefore its exact size cannot be indicated in orders do not stand up to scrutiny. First, when normal organized work with personnel, personnel orders, except for the director, are seen only by employees personnel service(who prepare drafts of these orders), accounting employees (calculating salaries) and the employees themselves, in respect of whom the order is issued (receiving this salary). Secondly, and this is the main thing, by the Decree of the Government of the RSFSR of December 5, 1991 No. 35, it was established that trade secret undertakings and entrepreneurs cannot compile, in particular, information about wages working. This position has been reinforced in federal law“On Trade Secrets” dated July 29, 2004 No. 98-FZ, in paragraph 9 of Art. 5 of which lists information that cannot be a trade secret, in particular, this is information about the remuneration of employees.
Thus, in orders for employment, it is necessary to indicate the specific amount of wages of employees.
1.7.3. Sometimes personnel officers who draft an order make another mistake: trying to give information about the employee’s salary as fully as possible, they indicate its size in words or in numbers and words. This is not necessary, since the most unified T-1 form contains a hint: the size of the tariff rate, salary and allowances should be indicated only in numbers:


If the employee is set only a salary or a tariff rate without allowances, the line "surcharge" can be left empty or a dash can be put here:




1.7.4. In the unified form T-1a (an order for the hiring of several employees), only one column is allocated for information on wages and allowances, which is very inconvenient in cases where an employee is already given an allowance when hiring: you have to indicate the salary and allowance separated by a comma, or through a semicolon, or through a slash. For example:


Or, remembering that additional details can be entered into unified forms, some personnel officers, if necessary, split this column into two, introducing another column with the number "5a":


1.8. LINE (COUNT) "WITH A TEST FOR A TERM, MONTHS" - filling rules
1.8.1. The duration of the test period can be written both in words and in numbers (see examples below).
1.8.2. In orders for the employment of workers who have not established a test, this line or column is not filled out or a dash is put in it:


If, by mutual agreement of the parties to the employment contract, a test is established for the employee, its duration can be specified not only in months, but also in days or weeks, since the minimum test period is not established in the legislation. However, the duration of the test general rule, can not be more than three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices and other separate structural divisions of organizations - six months (Article 70 of the Labor Code of the Russian Federation):

Form T-1 and Form T-1a are used to register and record employees hired under an employment contract and are filled out: form N T-1 - for one employee, form N T-1a - for a group of employees. Compiled by the person responsible for admission, for all persons hired by the organization on the basis of a concluded employment contract.

When issuing an order (instruction) on hiring an employee (s) for work, the name of the structural unit, position (specialty, profession), probation period, if the employee is placed on a test when hiring, as well as the conditions for hiring and the nature of the upcoming work (according to part-time, in the order of transfer from another organization, to replace a temporarily absent employee, to perform certain work, etc.). When concluding an employment contract with an employee (s) for an indefinite period, in the details "Date" (form N T-1) or "Period of work" (form N T-1a), the line (column) "to" is not filled.

An order (instruction) signed by the head of the organization or an authorized person is announced to the employee (s) against receipt. On the basis of an order (instruction), an employee of the personnel service makes an entry in the work book about hiring an employee and fills in the relevant information in a personal card (form N T-2 or N T-2GS (MS), and the employee’s personal account is opened in the accounting department (form N T-54 or N T-54a).

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Decree of the State Statistics Committee of the Russian Federation of January 5, 2004 N 1 "On approval of unified forms of primary accounting documentation on the accounting of labor and its payment

The order must be prepared, signed and brought to the attention of the employee against signature within three days from the date on which he began to perform his duties. In fact, the execution of this document is the transfer of information from the employment contract to the fields of the unified form T-1. Consider how to fill out a job application (sample 2020) step by step.

How to apply for a job

Step 1. Filling in the header

We enter the name of the organization and the eight-digit code according to OKPO. Please note that we are considering a job application (example) of a fictitious organization, so when filling out our primary documents you will have to put your own codes.

Step 2. We enter the personal data of the employee

We write down the full name. an employee in the genitive case, as well as other information (name of the unit, position, conditions and nature of work, salary, duration of the test, etc.). It doesn’t matter if you make an order for the chief accountant, general director or a simple locksmith, the filling procedure will be the same. All information is recorded exclusively in the wording specified in the employment contract.

Step 3. Assign a number and sign with the manager

Each organization has its own document registration system: someone automatically registers in electronic programs, someone - on paper by hand. Regardless of the registration method, we recommend that you follow the rules:

• details of employment orders and details of employment contracts should be the same, this will avoid confusion and unnecessary bureaucracy. In addition, it does not contradict the current legislation;
• after assigning the necessary details, we sign the order (hiring) with the head of the organization.

Step 4. Introducing the employee

The employee must be familiar with the document on the beginning of his labor activity at this employer during the first three calendar days. That is, if he proceeded to fulfill his official duties On Friday and the next two days he has a day off, it is necessary to introduce him on Friday.

Step 5. Hemming and registering

The original with the employee's mark of familiarization is filed into the nomenclature folder. We enter information about the details of the document in the register of orders for employment. Below you can download the entire issued order on the appointment of the chief accountant in 2020 at Pion LLC.

Is it necessary to put a stamp on the order

The form of the order for employment does not apply to documents personnel records management in which an imprint of the employer's seal is required. A seal will be required if you have to certify a copy of it. In addition, the unified T-1 form does not provide a place for a seal imprint.

Registration of an order for employment in a journal

The employer is obliged to organize the accounting of these documents. For this purpose, the employer, by its local regulation, may appoint a responsible employee for maintaining this journal. It can be:

• personnel officer;
• accountant;
• Office Manager;
• any other person at the discretion of the employer, but, as a rule, from among those responsible for documenting hiring and firing employees.

The journal form must include the required fields:

• publication date normative act;
• his number;
• date of registration.

An inventory is sometimes used as a journal, which can be placed in the nomenclature folder for storing regulations on the admission of employees, while the presence of the fields indicated above is mandatory.

With the start of a new calendar year numbering in the journal must be restarted, while the existing information cannot be deleted, they must be stored for 75 years, in accordance with subparagraph "b" of paragraph 258 of the List approved by Order of the Ministry of Culture dated 08.25.2010 No. 558. These terms must be observed, even if you have done an order for hiring part-time for 0.5 rates.

How long is a job order kept?

The employment order must be kept for 75 years, the basis for this is paragraph 19 of the List of archival documents approved by Order of the Ministry of Culture dated August 25, 2010 No. 558.

Order examples

Before you start viewing the examples, pay attention once again to the fact that the form of an employment order can be executed both on a unified form (T-1) and in free form using the organization's letterhead. The main and main thing that concerns this document can be expressed in four points:

• actual presence;
• written form;
• compliance with the wording in the employment contract;
• employee marks of familiarization.

An example of a temporary work order

When applying for a temporary job in the order, it is necessary to fill in the field in which the end of the term of the employment contract is indicated, and also indicate in the line "Conditions for employment" that this labor activity is temporary for the employee.

Order on employment under a fixed-term employment contract, sample

Order on employment of an individual entrepreneur in 2020

It differs from a regular order in the absence of a code for OKPO, the name of a structural unit. this work is usually temporary.

An example of a job application letter

Application for a job with a probationary period

The absence or presence of a test is indicated in the employment contract by agreement of the parties. Information about the probationary period must be indicated in the order for employment.

Application for employment with a trial period, sample

Order for employment at 0.5 rates

Such employment is possible with internal or external combination. At the same time, the size of 0.5 rates is not indicated in the order itself, only the salary is indicated, the maximum limit of which cannot exceed half of the corresponding staffing rate.

Example of a part-time job application

Companion hiring letter

In principle, it is no different from the previous example, in which we saw a sample order for employment at 0.5 rates. Here, as an option, you can consider the example of replacing a temporary absent employee (on parental leave). In this case, the end of employment field is not filled in, because the main employee can leave at any time.

An example of an order for hiring a temporary part-time job

It should be noted that part-time workers, both external and internal, are not necessarily accepted part-time. You can’t accept for a big rate: for example, you can’t make a sample order for employment at 1.5 rates. In the case of part-timers, you can start from 0.5 and go down.

Job order for 0.25 rate, example

The difference between these two orders is in the salary figures that are set for the employee upon admission.

Order for the employment of a convict

When hiring a convict, in addition to the main package of documents, an order to report to work is provided, which is issued by the penitentiary inspection. At the same time, it is impossible to conclude a fixed-term employment contract with a convict (there are no grounds for c).

An example of a work order for a convict

In the order for employment, we do not indicate that the employee is a convicted person.

Driver hiring letter

As a rule, are taken to the garage or motor vehicle divisions.

Example of a job application letter for a driver

Sample order for admission to the main job at 0.5 rate of the same driver

Application letter for translation

If an employee is transferred from one legal entity to another, the hiring order will be in the T-1 form (the former employer will issue a dismissal document, the new one will issue a hiring document).

If the transfer is internal, an order is issued in the form T-5.

An example of an order for employment by transfer, form T-5

Application for employment, a sample of filling out when applying to another organization

Director's hiring letter

When employing employees, the order on their admission is signed by the employer. When hiring a general director, the order is signed by the chairman of the meeting of the company's owners, even if the director is chosen from among the owners. If a CEO- the sole owner, he himself signs an order for employment, but as the sole founder of this company.

An example of a job application for a director

If the founders decide new director in principle, they don’t mind, they can make a decision and issue an order for 0.5 rates, a sample of which is below.

Application for employment of a minor

The nuance of this order may be the fact that in the case of employment of a minor under the age of 14, it is necessary to familiarize with the order for employment not the employee himself, but one of his parents. When employing minors over the age of 14, they sign the documents themselves.

An example of an order for the employment of a minor

At the same time, when accepting minors, one must remember about the prohibitions and restrictions for this category of workers that are established. Besides,

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An order in the form No. T-1a is drawn up when several people are hired at once. The form is at the same time an order (instruction of the administration) to receive an employee or a group of employees.

There are two types of forms that have a separate abbreviation: the T-1 form and the T-1a form.
The differences are that the T-1 form is an order regarding the hiring of one employee, while the T-1a serves when employees are hired by a group.

This unified form was approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1.

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How to fill out an application for hiring employees

Note! When concluding an employment contract with several employees for an indefinite period, the column "to" is not filled in the "Work period" variable.

Completing the T-1a form is the responsibility of the person responsible for maintaining personnel work, namely the organization of employment of persons in accordance with the conditions set forth in the employment contract. It should also be noted that the employee working with the document must be highly qualified, his work must also be monitored by higher authorities in a timely manner.

When placing an order, it is mandatory to indicate the following data:

Full name of the site, department, any other structural unit in which newly hired employees will carry out activities in accordance with the employment contract;
- mandatory indication of professions, positions held, specialties for which employees are accepted upon registration;
- a probationary period for which each of the employees is accepted, provided that the existence of the period is stipulated collective agreement;
- the conditions for admission to the upcoming job, its nature are also indicated (this may well be part-time work, performing a certain type of task, long-term replacement of a full-time employee, or something else).

All data should be verified with passport information in order to avoid errors when filling out.

In the event that the hiring of employees does not have a specific period, then filling in the corresponding field "period of work" should not be filled. After the head (or a person authorized on his behalf) of the organization, in whose staff a group of workers is accepted, the document is signed, appropriate entries are made in work books, as well as data is entered into personal cards in the personnel department. At the same time, the accounting department opens a personal account for a new account. accepted employee, he is also given a copy of the form on admission to the position against signature.

The order is signed by the head and the employee within three days from the date of signing the employment contract. Instead of the head, the order can be signed authorized person on the basis of an order by the organization or a power of attorney.

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Unified forms of primary accounting in the field of accounting and wages were developed in connection with the provisions of the Labor Code of the Russian Federation, agreed with the Ministry of Labor and social development of the Russian Federation, the Ministry of Finance of the Russian Federation, as well as the Ministry of Economic Development and Trade of the Russian Federation and approved State Committee of the Russian Federation on statistics (Decree of the State Statistics Committee of the Russian Federation No. 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment" dated 01/05/2004). Since January 1, 2013, the unified form T-1 of personnel records is not mandatory, but its use significantly standardizes and streamlines work in this area.

Application area

The form of the unified form T-1 "Order (instruction) on hiring an employee" is used to receive and register new employees. The order is issued after signing the employment contract with the employee and signed by the head of the organization. Drawing up an order is the responsibility of an employee of the personnel department, in the list official duties which includes the recruitment of new employees.

Form unified form T-1

Sample Fill

In the upper right corner, the form contains two codes - the OKUD code, which is always filled with the value "0301001", and the OKPO code ( All-Russian classifier enterprises and organizations), which must be indicated along with the full official name of the organization.

The text of the order specifies the period for which the employee is hired, in the format “from ... to ...”, while if the employment contract is open-ended, then the date is not indicated in the “to” column. Further, the surname, name and patronymic of the hired employee, as well as the personnel number assigned to him, are fully indicated. The personnel number must contain no more than six digits.

The text states:

• the name of the structural unit in which the employee is admitted,
• his position,
• class, category or grade and qualification for those professions where these classifications are applicable.

It is also necessary to indicate the conditions for hiring, for example, in connection with a transfer from another unit, as a result of reorganization, part-time work, for project work, to replace an employee on maternity leave, etc.

The order must also contain information about tariff rates in the case of piecework wages or salary, existing allowances.

The following is the basis for hiring an employee, which is an employment contract. It is necessary to indicate the date of its signing and the contract number. If the main contract was signed for a certain period with the possibility of automatic prolongation, for example, for a year, and in subsequent periods an additional agreement is signed with the employee, then the order in this form is issued only once at the initial appointment of the employee and is not duplicated along with the additional agreement.

The order must be signed by the head of the organization, after which the employee who is hired puts his signature, the transcript of the signature and the date in the column "The employee is familiar with the order (instruction").