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Personnel number - an individual digital code assigned to an employee during employment.
What is a payroll number for?
Assigned at the time of employment, Personnel Number is one of the main elements of individual personnel and financial accounting for a particular employee, and is reflected:
- in the card personnel records forms T-2;
- in personnel orders for hiring, dismissal, relocation, bonuses, punishments and promotion of an employee;
- in automated accounting programs for the calculation wages(where the employee is identified precisely by an individual number);
- in payroll records.
The unique employee number makes it possible to eliminate errors in accounting for him labor activity, financial accruals on wages, social benefits, tax deductions.
Employee personnel number: how the code is assigned and what documents regulate the procedure
Normative acts of the Russian Federation regulating personnel records do not establish the procedure for assigning personnel numbers (TN). In this connection, the personnel services are guided by the provisions set forth in the Letter of the USSR State Labor Committee No. 75-AB, the USSR Ministry of Finance No. 89 and the Central Statistical Bureau of the USSR No. permanent, temporary or seasonal work. It is recommended not to assign personnel numbers of dismissed employees to other persons within 1-2 years.
Given that the procedure and the need to assign unique account numbers by law are left to the discretion of the employer, the principles for identifying employees must be established by an order on the internal document flow of the enterprise. The Rules governing the procedure for assigning a personnel number to an employee at a particular enterprise should reflect the following aspects:
- the presence and maintenance of the Journal of registration of personnel numbers at the enterprise;
- how a personnel number is assigned to employees of the organization who are employed for the first time and again;
- requirements for chronologization of personnel numbers (starting from No. 1 and sequential increase in numbering);
- content of the TN registration log.
TN validity period
An individual TN is unchanged and is valid throughout the entire period of the employee's work at a particular enterprise. Personnel numbers, under which employees who left the enterprise were listed, can either remain with the dismissed ones or be assigned to new employees after some time.
In cases where an employee, for some reason, interrupted his activity, and after a break returned again and found a job at the enterprise, it is better for him to assign not a new one, but the same personnel number under which he was listed in the state earlier (if this number is not assigned another employee). That is why, before assigning a personnel number to an employee, his data is checked against the archive database of the enterprise for the presence of a previously assigned unique code.
TN accounting log: content and requirements for the document
The personnel number register does not have a unified standard, but it has a recommended form, according to which it must contain at least six mandatory columns:
- Personnel Number;
- Full name of the employee;
- employment date;
- the specialty or position for which the employee is employed;
- structural subdivision;
- registration data employment contract(number, date).
The relationship between an employee and an employer includes many nuances, one of which is compliance with the work schedule. Even during employment, the future employee understands that at the right time and at the designated hours, he must be engaged in direct duties.
In turn, the employer pays for the time and result of the work. But different situations are possible, including conflict ones, and accordingly, a mechanism is needed to control the responsibility of subordinates and the conscientiousness of superiors.
Compliance with the Labor Code of the Russian Federation prevents disputes around working hours as much as possible.
The time during which the employee must perform labor obligations as it is regulated by the employment contract and internal regulations is called working time. Organizations are required to keep a record of the hours each employee actually works.
The law protects both sides of an employment contract.
From the employee's point of view, management has no right to force hours to be worked beyond the state limit. A normal working week should not exceed 40 hours. Overtime work also has a limit - no more than 4 hours for two consecutive days and 120 hours a year.
A plus for the employer is the ability to control business trips, lateness, absenteeism, sick leave, vacations of subordinates. This data is used both to reward hardworking employees and to disciplinary actions violators.
! Do not forget, that, under Article 81 of the Labor Code of the Russian Federation, an employer may, on its own initiative, terminate an employment contract with an employee if the latter is absent from the workplace during the entire working day (shift) without good reasons, – i.e. for absenteeism.
With hourly wage rates, control of working hours is necessary for both parties.
Employee time control: basic methods
AT labor code there is no strict regulation on how the employer should count the hours worked. For the control of time, overtime work, compliance with the work schedule, a responsible person is appointed, whose duties are specified in the employment contract or additional order.
In Russia, 3 methods of accounting for hours worked in total for a specific period are considered generally accepted:
- daily;
- weekly;
- annual.
The interval is taken as the basis, after which the result is summed up. The above methods are not the only ones, the employer is free to choose the period at his discretion.
The only thing that the law clearly indicates is the maximum control period for the summarized time accounting - 1 year, and for workers employed in hazardous production - 3 months.
Most often, the employer chooses a method depending on the work schedule of the employee. Let us explain: daily accounting is difficult if subordinates work in shifts for days. At work on a rotational basis a situation may arise when for one period - for example, a month - processing goes out, and for another the number of working hours decreases.
In this case, the employer applies the summarized accounting of working hours and already in the extended reporting period - for example, for the quarter - there should not be any surplus.
Due to possible overtime at different intervals, the employee must clearly understand when applying for a job that the schedule fits into a normal working week (40 hours) or in relation to it apply the summed accounting of time.
This is a key clause in the terms of the employment contract, and in the event of a change, the employer is obliged to notify the subordinate.
What is a piecework wage system and how to calculate wages with this method of payment - read
Keeping a time log
Both in organizations with a large number of employees, and in small firms It is often customary to record the actual time an employee arrives at work and the time they leave. The data is entered into the work time log.
Let's denote the information contained in the document:
1) serial number;
3) f. and. about. and position held by the employee;
4) the time when the subordinate came to work;
5) the time of leaving work;
6) employee's signature;
7) the number of hours worked;
8) comments required if the employee was late or did not fully work the day (shift).
Sample time log with empty columns for entering specific data on the enterprise:
Sample of the form of the journal of the account of working time. Depending on the specific organization and characteristics of work, the points may vary. The calculation of the number of hours worked will remain unchanged, which is controlled by the employer.
Time log - sample filling for the enterprise:
Sample of filling in the log of working hours. Logging methods
The law does not establish an exact form for the register of working hours, but provides some freedom to the employer, so 2 options are possible.
The manual version provides for a special book, often with the possibility of lacing. As needed, records are entered by the responsible officer. In a number of organizations with a “paper” journal, each employee independently enters the time of arrival / departure and confirms the data with a personal signature.
You can buy a prepared magazine in printing houses, in hard or soft cover, with the necessary columns and number of pages. Similarly to a purchased book, an employer can print out forms prepared on a PC and file the latter in a folder.
The electronic version of the document is determined by the choice software. The spectrum begins with the simplest software, into which data is entered manually.
But this program also provides for the formation of automatic reporting. In addition to saving the time and effort of the responsible person, the employer receives a sample according to specific parameters, such as overtime work or vacation and sick leave.
More complex software involves automatic registration of the time of entry and exit of an employee from work. This is implemented using individual access cards and electronic locks (registration controller or turnstile).
The data received by the readers is systematized and directly transferred to accounting programs (such as 1C) for payroll calculation. Such software has another function - the division of access for employees in different departments of the organization. With all the advantages, there is a drawback - the high cost of the program and related equipment.
Another view electronic systems, which are distributed in large cities - biometric control of employees. The method consists in using a fingerprint as a work pass.
How to keep a register of orders for the main activity and why this document is needed, you can find out
Time sheet
So, as already specified above, the employer is obliged to count how many hours the employee actually worked. But at the same time, the time log, which records the time of arrival and departure of the subordinate, is optional. How then does the state control compliance with the Labor Code?
The government approved a special document, on the basis of which the accounting of hours worked, the calculation of payments to employees and the preparation of reports on labor is carried out - a work schedule sheet (or a time sheet). This document is compiled on the basis of the journal data and is mandatory and unified for organizations.
On the basis of the contract, when applying for a job, each employee is allocated a personnel number, which later appears in such documents as, for example, a personal file and a payslip
The specified number is retained by the employee even when changing department or position, and after dismissal remains free for another three years. In accordance with the individual number, information about each employee is entered in the time sheet.
Two standard forms for keeping a time sheet were adopted, approved by the State Statistics Committee in 2004. With the manual method of filling out the document, form T-12 is used, if the organization has installed a turnstile - form T-13. In terms of the list of items, both forms are similar, so we will denote the content of the document using the example of version T-12.
Filling out the time sheet begins at the top of the page, where the names of the organization and structural unit The to which the document belongs. Following are the dates of the reporting period and the date of compilation.
Below, in the form of a table, the result of the work of each employee for the reporting period is tracked - working days, absences, the total number of hours. A special coding in the cells indicates the reason for the absence from work.
There are two options for filling days:
- attendance and non-attendance marks (this method is illustrated below);
- marks only about passes, the rest of the days are considered worked in full.
A separate column takes into account overtime, night hours, work on holidays and weekends.
The T-12 form is supplemented with the second section - “Settlement with personnel for wages”, which is filled out by accounting staff.
You can learn how to keep a log of incoming documents and download a sample form.
Even if the document is executed on a PC, the final version is printed, and it must be endorsed by the employee, heads of the department and organization. In some cases, instead of the director of the company, the signature is put by an employee personnel service. Ready reports are kept for one year.
At forums for personnel officers and accountants, experts analyze the intricacies of entering information into a document.
Time sheet - download the form in excel format, you can follow this link.
State control
The attentiveness with which employees approach the maintenance of a journal and a schedule sheet is due to the fact that these documents are the basis for the payment of wages, vacation or other benefits to the employee, as a result - the basis for deductions to tax authorities. An incorrectly drawn up time sheet, in addition to violations of payments to subordinates, indicates incorrect control of the organization's income and expenses.
In addition to the tax authorities, the FSS checks the report card to make sure that disability benefits are calculated correctly (on the basis of sick leave or on parental leave). The Social Insurance Fund of the Russian Federation, the Federal Labor Inspectorate and other bodies have the right to demand a report card from the management of the organization.
The absence of a document is a gross violation labor law and leads to administrative liability (a fine in the amount of 10 thousand rubles). In the event that a disputable situation arises regarding the calculation of benefits and salaries, the court will consider violations in maintaining the time sheet of the schedule as a basis for penalties from the organization.
In conclusion, it is worth noting that keeping a log of working hours, although not necessary, is benefits.
The information included in the document helps in maintaining official reporting and monitoring labor discipline.
Modern automated control methods mean that management does not have to hire a separate subordinate to perform these duties.
More information on how to fill out a time sheet at in electronic format, is contained in the following step-by-step video instruction:
Employee personnel number - how it is assigned and why it is needed? We will consider these and other questions in our article.
Is assigning a personnel number to an employee mandatory?
Each specialist who has concluded a fixed-term or open-ended contract with the employer is assigned a personnel number, which is subsequently recorded in all documents related to personnel records and payroll (clause 18 of the Appendix to the letter of the USSR State Committee for Labor, the USSR Ministry of Finance, the USSR Central Statistical Service dated 04/27/1973 No. 75-AB/89/10-80). However, if a person stops labor Relations with the company, then it is advisable not to assign his personnel number to another employee for 1-2 years.
The personnel number can appear in a variety of documents of the organization, for example:
- in the payroll (form No. T-53);
- order on the material reward of an employee (form No. T-11);
- forms for reflecting working hours (No. T-12, T-13).
The above normative act, adopted back in Soviet times, is still in force, like many other sources of law in the USSR. Therefore, assigning a personnel number to an employee is a mandatory procedure for Russian employers.
Let's consider how it can be implemented in practice, as well as what nuances characterize the use of a specialist's personnel number in personnel records.
The procedure for assigning a personnel number
The general algorithm for assigning a personnel number to an employee can be as follows:
1. A HR specialist (or another person hiring an employee) asks a responsible colleague for a free personnel number.
Information about occupied personnel numbers can be reflected in a special accounting journal. Its form is not prescribed by law. As a rule, it provides an indication:
- FULL NAME. accepted employee;
- dates of employment;
- positions of a specialist;
- personnel number (which is assigned to a specific specialist for the duration of work and for 1-2 years after the termination of the employment contract).
2. An order for employment is issued (form No. T-1), a personal card of a specialist is prepared (form No. T-2).
In both documents, the personnel number is fixed.
You can learn more about the procedure for hiring an employee in the article. "How to draw up an order for employment - sample-2017" .
3. Information about the hired employee with confirmation of the assignment of a personnel number to him is transferred to a specialist who keeps a journal of personnel numbers.
Before getting into the personnel documents of the company, the personnel number must be formed in one way or another. Let's explore how this can be done.
Principles of personnel number formation
The legislation does not establish clear requirements for the method of formation, structure and other characteristics of the personnel number, for example, length. The employer has the right to use numbers compiled according to any principle convenient for employees.
generally accepted in Russian companies can be considered an approach when a personnel number is used, which has only Arabic numerals in its composition, with a length not exceeding 6 digits. Personnel numbers can be assigned to employees in relation to the order of execution of their employment contracts.
The company may have a system for correlating the structure of the personnel number with certain characteristics labor function person. As an option - a system that allows you to accurately determine the department in which the specialist works by the personnel number (for example, by the first digits).
INTERESTING! In practice accounting Soviet enterprises provided for the use of personnel numbers of employees of 4 digits (paragraphs 7, 8 of Appendix 1 to the guidelines approved by the letter of the Ministry of Finance of the USSR and the Central Statistical Bureau of the USSR dated February 20, 1981 No. 35 / 34-R / 426).
Features of using a personnel number
- identifies the employee;
- determines his position.
This approach can be justified by the following considerations.
Clause 18 of the annex to letter No. 75-AB / 89 / 10-80 states that the personnel number must be recorded in the documents for recording wages. Since salaries are calculated separately for each position, different identifiers should be used for them - in this case in the form of a personnel number. So, in the payroll (form No. T-51), opposite each personnel number, the position of the employee is indicated.
You can learn more about the specifics of using Form No. T-51 in the article. "Unified form No. T-51 - payslip" .
Thus, if a person works in two positions for one employer, he is usually assigned 2 personnel numbers. In the structure of the register of these numbers, separate columns can be provided for specialists working on combination - for the convenience of accounting.
The procedure for the formation and use of personnel numbers is established by the local standard of the employer. In particular, it may regulate the procedure for applying the personnel number of an employee upon re-admission.
Do I need a new personnel number of an employee upon re-hiring?
Once assigned to an employee, the personnel number is retained by him (his position - one or more) until the moment of dismissal from the company (termination of work in the position). Upon dismissal (termination of work in this position), the personnel number may be retained by the specialist for the time recommended by letter No. 75-AB / 89/10-80.
Thus, if an employee returned to the company within 1-2 years, it is advisable to use the previous personnel number to identify him (or his position - one or more).
If a person returned later than the expiration of the period for assigning a personnel number to him, its use will be possible only if by that time the corresponding number had not been transferred to another employee.
The employer can also establish separate rules for the use of a personnel number in relation to the identification of employee positions (as we noted above, a separate personnel number can be determined for each of them).
For example, if a retired employee very quickly returns to the company for another position, then a new personnel number can be assigned to him, and the former one can be transferred to the first employee who came to the previous position of the dismissed employee. This approach will make it easier for accountants to calculate salaries, which, as we noted above, depend on the characteristics of the position, and not on the personality of the employee.
Results
The personnel number must be assigned to the employee at the conclusion of the contract. If an employee holds several positions in the company, he is allocated a separate personnel number for each position. If a person quits, within 1-2 years the employer can keep his personnel number. Registration of numbers is carried out by a responsible employee using a special journal.
Learn more about application personnel documents, which indicate the personnel number, you can in the articles:
- "Unified form No. T-1 - download the form and sample" ;
- "Unified form No. T-11 - download the form and sample" .
Kind! Even though it's already daytime! I keep a Book of Accounting for the Reception of Employees - there is a column - Personnel number. And in order...
Kind! And I use automatic numbering in 1 C.
In 1C I already enter the assigned personnel number
And if an employee quit and, say, a year later he came back to us, is he assigned a new number? And is there a payroll book form? Our organization never had numbers, and there is no such column in the employee admission book. Is it necessary to assign these numbers at all?
I feel that I won’t wait for help ... that’s what I “dug up”, maybe it will come in handy for someone ...
http://cityblank.ru/internet-magazin/product/1048014
Journal of personnel numbers.
The enterprise must have a responsible employee who is responsible for assigning personnel numbers, for communicating information about the assigned personnel number directly to the employee himself and to the relevant officials enterprises, for maintaining a register of assigned personnel numbers and for monitoring compliance with the rules for assigning, using and accounting for personnel numbers.
Personnel numbers must be assigned to hired employees at the time of execution of all other documents for hiring an employee or on his first working day.
Personnel numbers are assigned to each newly hired employee in ascending order (without skipping any numbers) in chronological order.
The personnel number assigned to an employee does not change during the entire period of his work at the enterprise and remains with him after his dismissal from the enterprise (even if he switches to another IT program).
If an employee who previously worked at the enterprise is hired, then he is assigned the same personnel number that was assigned to him during the first employment at this enterprise;
The personnel number of the employee must consist of only Arabic numerals, without any hyphens (dashes), indexes, series and other characters.
Accounting for personnel numbers at the enterprise is maintained in the Journal of accounting for personnel numbers.
Columns to fill in the Journal of accounting for personnel numbers:
Columns to fill
1. Full name
2. Date of employment
3. Specialty
4. Structural unit
5. Employment contract (No., date)
6. Personnel number
http://samarakadr.ru/tabnomer
Rules for Assigning Personnel Numbers The personnel number is one of the details of the documents on the accounting of labor and its payment. It is assigned at the time the employee is hired and is then reflected in all personnel records. However, questions arise: how personnel numbers are recorded, what is the procedure for assigning them, whether it is possible to assign numbers of previously dismissed employees, etc.
The procedure for assigning personnel numbers regulations not installed. Therefore, due to the lack regulatory requirements the organization has the right to determine the procedure for assigning numbers on its own.
Nevertheless, it should be borne in mind that, in accordance with paragraph 18 of the Basic Provisions on Accounting for Labor and Wages in Industry and Construction (Letter from the USSR State Committee for Labor, the USSR Ministry of Finance, the Central Statistical Bureau of the USSR dated April 27, 1973 N 75-AB / 89 / 10-80) each worker and employee accepted for permanent, temporary or seasonal work is assigned a personnel number, which is given in all documents on the accounting of labor and wages. In the event of dismissal or transfer of a worker and employee to another job, his personnel number, as a rule, cannot be assigned to another employee within 1 to 2 years.
However, from the very concepts of "personnel number" and "accounting" it follows:
The organization must have a responsible employee who is responsible for assigning personnel numbers, maintaining a register of assigned personnel numbers and monitoring compliance with the rules for assigning, using and accounting for personnel numbers;
personnel numbers must be assigned to hired employees at the time of execution of all other documents for hiring an employee or on his first working day;
personnel numbers are assigned to each newly hired employee in ascending order (without missing any numbers) in chronological order, except for the case specified in paragraph 6 of this list;
personnel number, must be indicated directly in the order on hiring an employee;
the personnel number assigned to the employee does not change during the entire period of his work at the enterprise;
in the event that an employee who previously worked at the enterprise is hired, then he is assigned the same personnel number that was assigned to him during the first employment at this enterprise;
the personnel number of the employee must consist of Arabic numerals.
Dear experts! Please tell me the answer to this question: what personnel number should be assigned to an employee who came to the company again: keep the old one or start a new one?
In accordance with the Procedure for submitting UST and personal income tax data (Procedure for filling out forms of individual and consolidated cards for accounting for amounts of accrued payments and other remuneration, amounts of accrued unified social tax, insurance premiums for compulsory pension insurance) - the old one, since "If during the tax period between If a taxpayer and an individual terminate the current, and then a new labor (civil law, copyright) contract is concluded, then in order to calculate the tax base, the amounts of UST, insurance premiums for the OPS (tax deduction) on an accrual basis from the beginning of the year, the taxpayer can maintain one individual card on this to an individual.", and in accordance with OST (OST 4.071.035-83 " Automated systems management. Personnel management. Classification and coding of information "- new, because a person is considered a new employee, and the old number can only be used after 3 years.
Answer
The procedure for assigning personnel numbers is not legally defined, although many regulations(including those indicated by you, directly or indirectly, speak of the need for a personnel number.) Given this, organizations develop and approve the procedure for assigning personnel numbers with their internal documents. In general, this procedure is not complicated, but must be carried out in compliance with certain recommendations (recommendations - no more), in particular:
6) in the event that an employee who previously worked at the enterprise is hired, he is assigned the same personnel number that was assigned to him during the first employment at this enterprise;
1) the enterprise must have a responsible employee who is responsible for assigning personnel numbers, for communicating information about the assigned personnel number to this or that employee directly to the employee and the relevant officials of the enterprise, for maintaining a register of assigned personnel numbers and for monitoring compliance with the rules assignment, use and accounting of personnel numbers;
2) personnel numbers must be assigned to hired employees at the time of execution of all other documents for hiring an employee or on his first working day;
3) personnel numbers are assigned to each newly hired employee in ascending order (without missing any numbers) in chronological order, except for the case specified in paragraph 6 of this list;
4) the personnel number assigned to the hired employee must be indicated directly in the order on hiring the employee;
5) the personnel number assigned to the employee does not change during the entire period of his work at the enterprise and remains with him after his dismissal from the enterprise (even in the event of a transition to another IT program);
6) in the event that an employee who previously worked at the enterprise is hired, he is assigned the same personnel number that was assigned to him during the first employment at this enterprise; - this is for the "old"
7) the personnel number of the employee must consist only of Arabic numerals, without any hyphens (dash), indices, series and other characters.
Author: Mitrofanova V.V. - Candidate of Economics, Director of the Center Professional Development”, consultant at NS Consulting, author of evening courses on office work and labor law.
Filling recommendations personal card T-2
The personnel number of the employee should not be longer than 6 digits. It is assigned to each newly hired or employed person and does not change with any movement of an employee within the organization until his dismissal. Reuse of personnel numbers is allowed no earlier than three years after dismissal. - it's basically
An employee dismissed and re-admitted to the organization can either keep the previous personnel number or assign a new one.
Recall that the personnel number is used when filling out unified forms, approved by the Decree of the State Statistics Committee of Russia dated 01/05/2004 No. 1. At the same time, the named document does not provide for the procedure for assigning a personnel number to newly hired employees. Accordingly, the employer has the right to independently decide whether to maintain or change the personnel number in such situations. In any case, administrative liability is established only for violation of labor and labor protection legislation (Article 5.27 of the Code of Administrative Offenses of the Russian Federation), to which the decisions of the Goskomstat of Russia do not apply (Article 5 of the Labor Code of the Russian Federation).
Personnel Number
Can you please explain what is a payroll number? Should it carry any information and how is it assigned to an employee?
O.E. Oshovsky,
Syzran, Samara region
Personnel number - the number that the employer assigns to each newly hired employee for personnel records. In fact, we are talking about the internal digital code of the employee, by which he is identified.
At the time of filling out form No. T-2, the personnel number has already been assigned to the employee and it is only reproduced in the personal card. However, since there are questions about the rules for assigning personnel numbers, we will give them due attention.
As already mentioned, one of the goals of introducing standard interdepartmental forms of primary accounting documentation was the automation of personnel records. In view of this, in the above-mentioned OST, it was established that the personnel number of an employee should not be longer than 6 digits. At the same time, since the machine had to read this number without problems, the digit (number of characters) was initially determined. So, if the organization had a staff of about 1000 people, 4 digits were entered - 0000. In this case, the first personnel number was recorded "0001", the tenth - "0010", the hundredth - "0100", etc.
Now, when the purpose of automated processing of accounting documents is almost lost, personnel numbers are set without taking into account the category, for example, "10", "100", "435", etc. and assigned to employees on an accrual basis.
In a number of organizations, the approach to establishing personnel numbers is not limited to simple numbers, determined in ascending order. Personnel numbers are formed like a real reference code for an employee, in which a sequence of characters carries certain information. So, for example, the first two digits may indicate belonging to a structural unit. For example, "20135", where the first two characters (20) indicate the code of the structural unit, and the last three (135) - directly the employee's number. Often in the personnel number (usually the last character) the category of the position is encoded (1 - manager, 2 - specialist, 3 - technical executor); the profession of a worker is indicated by the sign "0" or "4".
This approach can not always be called productive, since the personnel number assigned to an employee should not change during any transfers or movements within the organization up to and including dismissal. Coding in the personnel number information about the structural unit or the professional status of the employee does not allow keeping the personnel numbers unchanged.
With the traditional approach to assigning personnel numbers, the personnel number after the dismissal of an employee is “reserved” for a certain time (3 years - in accordance with the OST, 1 - 2 years - in accordance with the Basic Provisions for Accounting for Labor and Wages in Industry and Construction (letter of the USSR State Labor Committee dated 04/27/1973 No. 75-AB / 89 / 10-80), and after this time is assigned to a new employee. This scheme applies to all those hired, including those who are hired on a probationary period. In the event that a reduced period for reserving personnel numbers is introduced for the last category of workers, it is necessary to consider their proper accounting.
All codes used in the organization are systematized in special directories, and the personnel number assigned to the employee is subject to registration.
With automated personnel records, the reference book of personnel numbers is maintained in the form proposed by software developers. In the absence of such support, the form of the directory is developed by the personnel department independently. For example, the following form can be used, in which the book (album) is divided into two sections: the first is intended for accounting for the assignment and removal of personnel numbers, the second for accounting for already used personnel numbers placed in the archive before reuse.
Page
Section 1 of the handbook
Section 1. Personnel numbers assigned to employees
Personnel Number
Surname, name, patronymic of the employee
Date of employment, No. and date of the order for employment<*>
Position or profession (indicating the structural unit)
Date of termination of the employment contract, No. and date of order
record number
...
...
...
...
...
...
222
Ivanov Sergey Petrovich
10/10/2000, order No. 123-k of 10/09/2000
sales department manager
10/11/2002 order No. 140-k dated 10/08/2002
222
...
...
...
...
...
...
222
Prokhorov Ivan Andreevich
10/18/2004 order No. 119-k
senior accountant
470
<*>Information about transfers of an employee is established by the employee's personal card, entries in the work book.
Section 2. Personnel numbers placed in the archive
Personnel Number
No. of entry in Section 1 of the directory
Date of placing the personnel number in the archive<*>
Start time for personnel number reuse
Number Reuse Handbook Section 1 Entry Number
record number
...
...
...
...
...
...
222
222
12.10.2002
12.10.2004
470
30
...
...
...
...
...
...
<*>The date of placing the personnel number in the archive must correspond to the date of dismissal.
The personnel number of the employee is transferred to the personal card from the order (instruction) on hiring the employee.
Personnel number From Wikipedia, the free encyclopedia
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Personnel number - a unique number of an employee of an enterprise, institution, organization or its major structural unit, under which the employee appears in internal documents, primarily in a personal file, a report card (from which the name comes) and documents for the payment of wages.
The personnel number of an employee is unique within an organization or structural unit that has its own personnel department and accounting department, it is assigned once when applying for a job, it never changes. In some organizations, after the dismissal of an employee, he can no longer be assigned to other employees who come to work later, while in others this is allowed. Usually, personnel numbers are assigned starting from one (the first head of the enterprise usually appears at number 1), each next number is one more than the previous one.
Source - "http://ru.wikipedia.org/w/index.php?title=Personnel_number&oldid=42086097"
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Hello! Tell me, please, can the same employee have two personnel numbers, if he occupies two different positions in the same company - one is the main one, the other is an internal part-time job? When this part-time employee is enrolled, a new personal card is created, and accordingly a new personnel number is assigned, but this employee already has a personnel number for the main position. Please answer how many personnel numbers this employee should have. Thank you in advance for your answer!
Answer
We have repeatedly and in detail considered the issue of part-time work. They also answered your question dated July 16, 2007. The procedure for hiring an employee on a part-time basis, in your case as an internal part-time job, is the same as when hiring for the main job. An employment contract with a part-time worker is concluded in writing, drawn up in two copies, each of which is signed by the parties. It is necessary to state in the employment contract that the work will be performed on a part-time basis (clause 4 of article 282 of the Labor Code of the Russian Federation). One copy of the employment contract is transferred to the employee, the other is kept by the employer. Besides. for an employee, it is necessary to fill out a personal card (form N T-2), and assign a personnel number and the employee will appear twice in the timesheet: as the main employee and as a part-time employee. At the same time, the salary is calculated both for the main job and for the work performed part-time.
16.07.2007
It turns out that in 1C: 8 you need to correct the personnel numbers given when received by the program? After all, it is impossible, as in 1C: 7, to accept the same employee twice.
When an employee returns to us, he has a new personnel number (the program assigns, and I do not correct it) :)
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