Reservation in IT and accredited companies

What is happening

A persistent misconception has grown up around IT: if the company is accredited, its people are reserved. Accreditation confirms the organisation's status in its sector, but it does not by itself retain employees and it is no substitute for reservation, which follows its own rules and goes through the competent authority.

Sector features complicate matters further. Developers are spread across regions and registered with different military commissariats, some are engaged under services contracts rather than employment, and IT job titles rarely match the wording of the official lists. Requirements as to relevant qualifications and length of service are added on top.

The work therefore begins not with an application but with a review: what statuses and supporting documents the company holds, which employees are genuinely held in the reserve, where they are registered, and which posts can properly be matched to the lists. It then becomes clear what the company can and cannot seek.

What the law says

• Federal Laws 53-FZ on military duty and 31-FZ on mobilisation preparation set the general rule: deferment under mobilisation follows reservation, and reservation follows tasks issued by the competent authority.
• Accreditation in a sector is a status in its own right; it may be a condition for applying, but it does not create reservation automatically.
• Reservation in the sector follows the approved lists of posts and occupations and runs through the relevant federal authority, which issues organisations their limits.
• Employees must meet requirements of their own as to post, relevant qualifications and length of service; the employer evidences these with documents.
• Military registration duties are the same for every organisation regardless of accreditation: the order, a designated member of staff, the card index, the returns and the deadlines.
• Contractors engaged under civil law contracts are not employees of the organisation, and reservation cannot be extended to them.

What we do

• We review the company's statuses — accreditation, registers, licences, state contracts — and establish which of them give grounds for an application.
• We check employees against the lists and the qualification and service requirements and identify for whom an application is arguable and for whom it is not.
• We put military registration in order, including for distributed employees registered with different commissariats.
• We prepare applications and supporting documents for the sector authority and handle the correspondence on its enquiries.
• We review how relations with contractors are documented and what that means for registration and reservation.
• We brief the HR team and the responsible member of staff and set the procedure down in writing.

What we need from the company

• Accreditation documents, extracts from sector registers, licences and details of state contracts.
• The staffing table, job descriptions and information on what employees actually do.
• Evidence of qualifications and length of service for the employees to be covered by an application.
• Details of employees held in the reserve and of where each of them is registered.
• Current military registration documents: the order, the card index, the registers and the returns filed.
• Correspondence with military commissariats and the sector authority on registration and reservation.