According to the All-Russian Classifier of Management Documentation (OKUD) No. 011-93, approved by the Resolution of the State Standard of 30.12.1993 No. 299, this instruction falls into the category of documents on organizational and regulatory regulation of the enterprise's activities. This group also includes internal work regulations, regulations on the structural division and the staffing schedule.
The Labor Code of the Russian Federation does not oblige employers to create job descriptions. This procedure has been established because, according to Article 57, the employee's functions must always be defined in the employment contract with the employee (performance of job duties according to the staffing schedule, profession or specialty with an indication of qualifications or a specific type of work assigned to the specialist). Therefore, their absence cannot serve as grounds for holding the employer liable.
However, it is the job philippines email list description that usually serves as a document that specifies the employee's job function. It includes a list of duties based on the specifics of the organization of production, labor and management, and also defines the employee's rights and responsibilities (according to the letter of Rostrud dated 30.11.2009 No. 3520-6-1). In addition, the job description, as a rule, not only specifies the employee's job duties, but also indicates the qualification requirements for the position held or the work performed (according to the letter of Rostrud dated 24.11.2008 No. 6234-TZ).
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Their presence simplifies the interaction between the employee and the employer on issues of determining the labor function, rights and obligations of the employee, as well as the requirements imposed on him. This applies to both current and new employees, as well as applicants for certain positions.
According to Rostrud, a job description is important for both the employer and the employee. According to the letter of this organization from 09.08.2007 No. 3042-6-0, its presence helps:
assess how well and responsibly an employee performs his/her work duties;
conduct an objective assessment of the employee’s performance during the probationary period;
distribute job responsibilities among employees;
justify the refusal to hire, since the job description may contain additional requirements for the business qualities of the personnel;
transfer an employee to another position during the absence of the main employee.
All of the above speaks to the advisability of drawing up a job description. It can be an appendix to the employment contract or be an independent document approved by the head of the organization.