How to make an entry in the work book. Record in the work book: dismissal of one's own free will. Information about education can be entered at any time

31.03.2020

The conclusion and termination of an employment relationship under a contract are important procedures that must be carried out in accordance with labor law. The whole process is documented. In addition to drawing up orders, it is important to correctly record the dismissal in work book according to the samples of 2017.

When applying for a job, in addition to an identity document, you must provide a work book. It contains information about the length of service, qualifications of the employee and the reasons for dismissal from previous places work. Difficulties in finding employment arise for a certain category of citizens who were fired due to violations of the law and internal regulations.

On the day of dismissal, the employer or responsible person undertakes to issue a work book to the employee. In the decree of the government of the Russian Federation, which explains the rules for maintaining a document, situations are considered, when this is not possible:

The employee is on sick leave or vacation.
Employee did not show up workplace without informing the manager.
The employee refused to receive the document.

In such cases, the organization is not responsible for the late submission of the document.

For unscrupulous employers who use the delay in issuing a book as a lever of pressure on the employee, protocols on administrative offenses are drawn up with a fine.

When making entries on admission and dismissal in 2017, abbreviations are not allowed. In case of errors, it is necessary to correct using the strikethrough method without using a text corrector. Each entry and correction is certified by the signature of the responsible employee, if appointed, or the head of the organization and the seal. Entries have end-to-end order, starting from 1. When filling you need to strictly adhere to the graph:

date, which is divided into day, month and year;
information about employment, relocation, dismissal;
grounds - the number and date of the order or other document.

It is necessary to correctly fill out the work book upon dismissal in 2017 according to the model with ink that is not prone to color loss.

It is allowed to make an entry in blue, black or purple. It is allowed to use ball, gel and fountain pens. The use of printed text is not prohibited, which is practiced in large organizations.

Upon dismissal, the employee is familiarized with the order, a record in the labor. He expresses his agreement with the wording by signing the order and personal card. If the records do not match, you need to ask to bring them into line, and if the employer refuses, contact the trade union organization, labor inspection, the prosecutor's office or the judiciary.

In the Labor Code Russian Federation(Labor Code of the Russian Federation) there are a number of articles on the reasons for the termination of relations and the procedure for their registration. The general grounds are listed in article 77. Among the 11 points there are reference ones, for example, if the employee refuses to continue working in the organization, the company moves to another region, then the dismissal occurs according to the rules of article 72.1.

The dismissal is documented in the form of an order for the organization, where there should be a phrase with a reference to the Labor Code of the Russian Federation. This wording is literally transferred to the column "Information about the work."

Agreement of the parties

This is the first paragraph of Article 77. By agreement between the employee and the employer, the contract can be terminated at any time. Usually, employers insure themselves and draw up an additional agreement, in which they can indicate the terms for terminating contractual obligations, transferring cases from an employee to another person, or training a new employee. Others may ask the employee to write a statement with the wording of the consent of the parties.

Any of the options does not contradict the legally established requirements. Responsibility for correctly making an entry in the employment record about dismissal in 2017, assigned:

for the head of a small business organization;
a responsible employee appointed by order of the organization;
personnel officer.

An example of a dismissal entry in a work book: “Fired by agreement of the parties, paragraph 1 of part one of Article 77 of the Labor Code of the Russian Federation.” A sample of correct filling may contain the replacement of the word “fired”, the phrase “employment contract terminated” or “employment contract terminated”.

Termination of the term of the contract can be attributed to dismissal by mutual agreement. The employer must notify the employee of the termination of employment 3 days in advance. In cases where there was no written notification, and the dismissal procedure was not carried out, the contract becomes indefinite. The correct entry will be with reference to paragraph 2 of Art. 77 on expiration employment contract.

Employee or employer initiative

If an employee has decided to quit, then he has every right to submit an application to the manager of his own free will without explaining the reasons. In such cases, he has two weeks to hand over and complete the cases he has begun. The order and the labor record must indicate the will of the employee with reference to paragraph 3 of Article 77 of the Labor Code of the Russian Federation.

An employee may be fired due to a transfer. In such situations, the enterprise where he wants to transfer is indicated or sent by the employer with own consent. Correctly making a record of dismissal in 2017 is necessary for the unhindered employment of an employee.

The initiator of the dismissal may be the head, if the reasons are documented:

Qualification mismatch. If the employee has not confirmed his professional skills and qualities during the probationary period or after it has ended, then the employer has the right to dismiss him according to the rules of Article 71. It is allowed to refer to both paragraph 4 of Article 77 and Article 71.
Violation of the routine, unreasonable absence from the workplace, appearance in alcoholic and drug intoxication can lead to dismissal under paragraph 5 of Article 81.
Bankruptcy or liquidation, reduction of staff, change of ownership of the organization is also under article 81.

Waiver of new conditions

Among small businesses, there are situations when it is necessary to change working conditions. This may be due to the transformation of the form of ownership of the company, the buyout of the main block of shares by another founder. In article 77, paragraph 5 is devoted to this issue. The entry must contain a specific reason for dismissal.

The initiator of the refusal may be an employee who has the conclusion of a medical commission on a change in working conditions.

If the employer has offered vacant positions, but the employee is not satisfied with them, then an entry is made with reference to clause 8 of article 77. The same paragraph stipulates the conditions when the employer does not have suitable vacancies.

In the previous publication of the cycle we announced, you learned how to start a work book and what entries must be made when it is drawn up on the title page. In the article brought to your attention, we decided to highlight the basic rules for making entries in the work book when filling out the sections "Information about work" and "Information about the award".

General rules for making entries

Before proceeding to the characteristics of specific entries in the work book, we note the most general rules that are established by two normative legal acts already known to you - the Rules for maintaining and storing work books, preparing work book forms and providing employers with them, approved by the Decree of the Government of the Russian Federation of 16.04. 2003 No. 225 (hereinafter referred to as the "Rules") and Instructions for filling out work books, approved by Decree of the Ministry of Labor of the Russian Federation dated October 10, 2003 No. 69 (hereinafter referred to as the "Instruction"):

Rules for entering information about work in the work book

Job details for an organization start with hiring data. Consider the basic rules for entering this information.

What information is included when applying for a job?

When an employee enters the main place of work for a period of more than 5 days, the employer is obliged to make an employment record in his work book (submitted by the employee or drawn up by the same employer when hiring an employee for whom this main place of work is the first).

When applying for a job, you must adhere to such a sequence:

1. First, in the 3rd column of the section "Information about the work" in the form of a heading (without indicating the serial number and date of entry), the full name of the organization, as well as the abbreviated name of company (if any) in accordance with its constituent documents (charter, memorandum of association, regulations).

In large companies, the following approach is often used to facilitate the job of making multiple entries for a job. A special stamp is ordered with typesetting text containing the name - full and abbreviated - of the organization. The imprint of such a stamp in the work book replaces the entry made by hand. It is also advisable to do this in cases where the indication in the work book of two options for the name of the organization (full and abbreviated) by hand takes up many lines.

2. Under the above heading in the 1st column is put by hand (hereinafter all entries are made only by hand) serial number entry . For example, if the last (previous) number of the dismissal record was "31", then the next serial number is assigned - "32" upon subsequent employment.

4. Then in the 3rd column is done a record of acceptance or appointment to a structural unit of the organization indicating it, the name of the position (job), specialty, profession, indicating qualifications .

Usually, title of position (job), specialty, profession with indication of qualifications produced in accordance with staffing- a document that must be in every organization without fail. However, if, in accordance with federal law, the provision of benefits or the presence of restrictions is associated with the performance of work in certain positions, specialties or professions, then the name of these positions, specialties or professions and qualification requirements to them must comply with the names and requirements provided for by the relevant qualification guides approved in the manner prescribed by the Government of the Russian Federation. Currently operating:

Qualification directory of positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37, and
The Unified Tariff and Qualification Handbook of Works and Professions of Workers, separate issues of which were previously approved at different times by resolutions of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions, and general provisions were approved by the Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30.

Note! If these rules are ignored, the employee may have difficulties in assigning a pension, including with regard to offsetting the period of work in positions (by profession or specialty) associated with harmfulness: employees of the territorial branch of the pension fund may refuse to offset the corresponding period as a preferential referring to the fact that in the lists of positions, specialties and professions, according to which they grant the right to preferential accrual, this position (specialty or profession) is not.

In addition, in practice it is important to understand which names refer to positions and which to professions. Unfortunately, often the persons responsible for maintaining work books do not distinguish between work by position and profession and make, for example, the entry: “A locksmith has been hired,” although a locksmith is a profession, not a position. The correct entry would be: "Accepted by a locksmith." In order to accurately determine which name is correctly attributed to the position, and which to the profession, you can use the above directories, as well as All-Russian classifier professions of workers, positions of employees and wage categories (OKPDTR), approved by the Decree of the State Standard of Russia of December 26, 1994 No. 367. These documents will help to avoid errors not only when making entries in work books, but also when concluding employment contracts with employees, when issuing orders ( orders) for employment.

Another common practice mistake made when making entries in work books is misuse of the words "accepted" or "appointed". The fact is that appointment to a position can take place in strictly defined cases, namely, only when it is provided for by regulatory legal acts or the charter (regulation) of the organization, for example, heads of branches and representative offices legal entity. In all other cases, it is illegal to indicate the appointment to the position. Equally incorrect is the wording "enlisted".

By the way, if the work book belongs to a woman, then the corresponding verbs must be written in the feminine gender: “accepted”, “appointed”.

When making entries in the employment record book, they often misinterpret the requirement that the employment records exactly match the order (instruction) of the employer, reproducing the text of the order (instruction) in the employment record indicating, for example:

the urgent nature of the contract (“Accepted to the position of assistant secretary under a fixed-term employment contract” or “Accepted to the position of an accountant for a period from 02/01/2010 to 01/31/2011”);
conditions on the presence of a probationary period (“Accepted to the position of assistant manager with probationary period three months”), etc.

Despite the fact that all these details are indeed established by the order (instruction) for employment, their indication in the work book is unacceptable, since it contradicts the Instructions and means a violation of the rules for making entries in the work book. An analysis of the text of the Instructions allows us to conclude that the entry in the work book on employment should only include an indication of where and by whom the person was hired, excluding the features of the nature of the work and other conditions of employment with this employer.

5. Finally, the 4th column indicates the name of the organizational and administrative document, on the basis of which an entry was made in the work book about hiring - an order (instruction) or other decision of the employer - indicating its date (first) and number (after the date ).

Example 1

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Semenova E.M. was accepted into LLC Nagatinskaya Zastava as an assistant to the head, which is reflected in the order for employment dated February 11, 2010 No. 023-ls / p. It is necessary to make the following entry in the work book of Semenova E.M.:

What to do with the work book of the old sample?

What if a person comes to your work and brings a work book in a form that was approved earlier than the form that is now applied? You will find the answer to this question in Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books”, in paragraph 2 of which it is established that work books of a new sample come into effect from 01/01/2004, and work books available to employees of a previously established samples are valid and cannot be exchanged for new ones.

This means that work books issued on the old forms of 1973 are recognized as valid, provided that the employee is hired for the first main job in the period from 01/01/1975 to 01/01/2004. If your employee's work book was entered before 01/01/2004, it is necessary to make entries in it, and not draw up a new work book according to the current form, if there are free lines in the "Information about work" section. When the free space runs out, you should draw up an insert in the same work book, but already on the 2004 form, and further information about the work is subsequently entered into it.

However, making a job entry is only the very beginning of filling out the “Job Information” section of the work book when working in this organization.

What information is entered during the period of labor activity of the employee in the organization?

In the period from the date of employment to the date of dismissal, a number of entries may be made in the "Information about work" section of the employee's work book. Let's consider them in detail.

1. During the period of work in the organization, an employee may be assigned a new category (class or category) . Then, on the basis of the order (instruction) of the employer, it is necessary to make an appropriate entry in his work book (clause 3.1 of the Instruction).

Example 2

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Evseeva E.P. works as a laboratory assistant for assay analysis of the 3rd category at Semeyniy Vrach LLC. By order of February 18, 2010 No. 043-a, she was assigned the 4th category, which was confirmed by the following entry in the “Information about work” section of the work book of Evseeva E.P.:

It is also noted establishing a second and subsequent profession, specialty or other qualification for an employee, indicating the relevant categories of these professions, specialties or skill levels .

Example 3

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A 3rd category car repairman, P.S. Sergeev, who works at Avtostan CJSC, has been assigned a second profession - an engine tester with the assignment of the 6th category. This will be reflected in the "Information about work" section of the work book. in the following way:

2. In the work book entries are made on the transfer of an employee to another permanent job from the same employer . Let's see what situations are meant by such a transfer and how to correctly make entries in the work book. According to Part 1 of Art. 72 of the Labor Code of the Russian Federation, the transfer of an employee to another permanent job with the same employer can take place in three cases:

but) when changing the labor function employee (i.e. change of position, profession, specialty, indicating qualifications; assignment of a different type of work). For example, a transfer to another job with the same employer will be an employee promotion;

Example 4

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Legal Counsel of OAO Kiparis Arkadiev V.V. promoted, transferred to vacant position deputy head of the legal department. This is reflected in the workbook as follows:

b) when it changes structural unit;

Example 5

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Accountant of the Accounting and Auditing Department of Uliss LLC Sukhanov A.P. was transferred to the department of labor and wages to a similar position.

in) when changing both the labor function and the structural unit.

Example 6

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Chinareva S.S. hired in the office of Saratsin LLC as a secretary. Subsequently, she was transferred to the Human Resources Department as an Inspector.

Note! If the transfer is temporary, an entry in the employee's work book about such a transfer is not made.

In itself, a change in an employee’s wages, a change in his work regime, as well as the transfer of an employee in the same organization to another workplace, to another structural unit in the same locality, assignment of work on a different mechanism, if the employee’s labor function does not change, are not considered translation and do not require changes in the work book.

3. In case company name changes an appropriate entry must be made in the work book of employees. The fact is that if it is not entered, then a paradoxical situation will result - the employee is accepted into one organization, and when making a record of dismissal, an imprint of the organization's seal will be affixed with a different name. This will allow later, when applying for a pension, to doubt the legitimacy of including the time of work in such an organization in the relevant length of service, as a result of which the employee will most likely be required to submit additional supporting documents - certificates from the place of work, from the state archive, etc. So that such doubts do not arise, it is important to correctly record the renaming of the organization in the work books of all employees in the "Job Information" section:

in the 3rd column, an entry is made: "Organization such and such has been renamed to such and such since such and such a date." The specified information in this column can also be entered by affixing an imprint of a typesetting stamp containing the corresponding text;
the 4th column indicates the reason for the renaming - "an order (instruction) or other decision of the employer, its date and number."

We emphasize that changing the name of the organization in itself is not a reason (reason) for terminating employment contracts with employees, therefore, in such a situation, it is impossible to make a record of dismissal!

Example 7

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According to the decision general meeting of participants, drawn up by protocol No. 02 dated 10.02.2010, Limited Liability Company "Premier Consult" from 17.02.2010 was renamed into Limited Liability Company "Consulting Company "Premier". Considering that the organization employs more than 1000 employees, the personnel department ordered a stamp in advance, with the help of which an appropriate entry was made in the work books of employees (see sample on the next page).

Note! The imprint of the stamp, as well as the entry made manually, must fully fit in the 3rd column of the "Information about the work" section, without affecting the 4th column; otherwise, the entry will be entered incorrectly.

When reorganizing an organization Civil Code The Russian Federation provides for 5 forms of reorganization: merger, accession, division, separation, transformation), change of ownership of its property (for example, in the case of transfer of property of a municipal enterprise to state ownership) or change in the jurisdiction / subordination of an organization (for example, in relation to a research institute, when the department to which the institute is subordinate changes), this information is also reflected in the work books of employees, if this affects the name of the organization.

According to Part 1 of Art. 75 of the Labor Code of the Russian Federation, when the owner of the property of an organization changes, the new owner has the right, no later than three months from the date of the acquisition of his right of ownership, to terminate employment contracts only with the head of the organization, his deputies and the chief accountant (clause 4, part 1, article 81 of the Labor Code of the Russian Federation). With the rest of the employees, the new owner, on his own initiative, cannot terminate employment contracts.

By virtue of h. 5 Article. 75 of the Labor Code of the Russian Federation, when reorganizing or changing the jurisdiction / subordination of the organization, labor contracts with employees are not terminated.

In all of the above cases, the employment contract may be terminated due to the refusal of employees to continue working (clause 6, part 1, article 77 of the Labor Code of the Russian Federation).

For the employees who remained at work, entries are made in the work books, made by analogy with the entry made in connection with the renaming of the organization (see Example 7).

4. Entry in the employee's work book about changing the name of the position (profession) or structural unit entered in the same way. The basis for making such entries will be an order (instruction) or other decision of the employer on the corresponding renaming.

5. Entries are also made in the work book about military service in accordance with the Federal Law of March 28, 1998 No. 53-FZ “On military service and military service", as well as the time of service in internal affairs bodies, State fire service of the Ministry of Emergency Situations, institutions and bodies penitentiary system, organs tax police, authorities for control over the circulation of narcotic drugs and psychotropic substances and customs authorities; on the time of study at courses and schools for advanced training, retraining and training of personnel .

Example 8

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Head of the Legal Department of Status LLC Lapina L.I. was sent by the employer for advanced training to the State Academy for Professional Retraining and Advanced Training of Managers and Investment Specialists under the program “ Effective work legal service of the organization. Upon completion of the training, she was issued a certificate of advanced training dated February 15, 2010 No. 290.

Example 9

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The article will be continued in the next issue of the journal: we will explain what information is entered in the work book upon termination of the employment contract, how to reflect information about the award, part-time work. After that, we will move on to a new task - correcting the mistakes made when filling out the work book and making other changes to the records.

Footnotes

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Introducing ready samples filling out work books in 2020, which are prepared in strict accordance with the Labor Code of the Russian Federation.

The Trudoviks began to fine accountants and personnel officers for mistakes in filling out work books. The "Simplification" magazine will help you correct errors without penalties:

Rules for filling out a work book in 2020

Instructions for filling out work books were approved by the Ministry of Labor and Social Development of the Russian Federation dated October 10, 2003 No. 69.

According to the instructions:

records of dates in all sections should be made in Arabic numerals (day and month - two-digit, year - four-digit).

For example, if an employee is hired on December 25, 2020, an entry is made in the work book: "12/25/2020"

for making entries, use a fountain, gel or ballpoint pen in black, blue or purple
abbreviations are not allowed

For example, "pr." instead of "order", etc.

in the sections "Information about the work" and "Information about the award" it is not allowed to cross out entries made earlier (even if they are invalid)

Even a small typo in the labor is a reason for the FIU not to count the worker's length of service, see what mistakes can be dangerous in the article.

How to correct a mistake in a workbook

If it is necessary to change any entry, it is necessary to indicate after the last of them the subsequent serial number, the date of the new entry, and then in column 3 write: "The entry for the number such and such is invalid."

After that, you need to enter the data as required. For example: "Accepted by such and such a profession (position)." Then, column 4 repeats the date and number of the order (instruction) or other decision of the employer, the entry from which was incorrectly entered in the work book, or the date and number of the order (instruction) or other decision of the employer, on the basis of which the correct entry is made.

In the same manner, an entry on transfer to another job, etc., is invalidated.

If the record of dismissal in the work book is invalid

If there is an entry in the work book about dismissal or transfer to another permanent job, subsequently recognized as invalid, a duplicate of the work book is issued upon a written application of the employee without making an entry declared invalid.

At the same time, in the upper right corner of the first page of the duplicate work book, an inscription is made: "Duplicate".

On the first page (title page) of the previous work book, it is written: "A duplicate was issued instead" indicating its series and number.

Electronic work books

The idea of switching to electronic work books was discussed for a long time, because it is obvious that a paper work book is inconvenient for both the employee and the employer. Moreover, the Pension Fund of the Russian Federation annually spends a huge amount of time in order to transfer information from labor and process it. Based on the above, we came to the conclusion that the electronic document is really a good solution.

The Government of the Russian Federation intends to allow the use of both "regular" and electronic work books. In any case, the transition will be made gradually, and filling out work books on paper still remains an urgent issue in 2020.

Samples of filling out a work book in 2020

The seal in the labor is put only if available.

How to write wording in a work book

RIGHT: Dismissed due to the reduction in the staff of the organization, clause 2 of part 1 of article 81 of the Labor Code of the Russian Federation

WRONG: Dismissed due to the reduction of the staff of the organization, paragraph 2, part 1, art. 81 of the Labor Code of the Russian Federation

Title page layout

The title page is filled in by the organization (IP), the work in which for the employee was the first in life. On the title page, you need to write the name of the employee, date of birth, education, profession, date of filling out the work book, the signature of the employee and the signature of the person who maintains personnel records in the company (personnel officer, accountant, manager or individual entrepreneur).

Making changes to the title page

To make changes on the title page, cross out the wrong one and write the correct inscription on the right according to our model. Date and sign.

Recruitment

The hiring process goes like this. In the left column, put the record number and date. In the column "information about hiring ..." write the full name and abbreviated organization or individual entrepreneur.

Example:

Alfa Limited Liability Company (Alfa LLC)

Individual entrepreneur A.A. Petrov (IP A.A. Petrov)

Transfer to another position

Transfer to another position is issued by order. See a sample book below.

Dismissal at the employee's own request

Dismissal is issued in strict accordance with the Labor Code of the Russian Federation. At the same time, it is necessary to write on the basis of which article of the Labor Code of the Russian Federation the employee was dismissed. If you make a mistake here, then the employee can challenge the dismissal in court. You can not shorten the inscription.

The wording should be as follows: The employment contract was terminated at the initiative of the employee, clause 3 of part 1 of article 77 of the Labor Code of the Russian Federation.

Below this inscription is the signature of the personnel officer and the signature of the employee.

Please note that upon dismissal, the signature of the personnel officer and employee is put in the book.

Dismissal due to downsizing

For dismissal due to staff reduction, the wording should be as follows: Dismissed due to a reduction in the staff of the organization, clause 2 of part 1 of article 81 of the Labor Code of the Russian Federation

Error in company name

In the work book, you indicate the full and abbreviated name of the company in the form of a heading - before the employment record (Instructions No. 69). Inconsistencies in the title must be corrected so that the PFR does not deprive the employee of the length of service in your company. The name in the book may differ from the charter if the company has made changes to the Unified State Register of Legal Entities or incorrectly written information.

The company has changed its name. Write that the organization has been renamed, and indicate the details of the document on the basis of which the company changed its name.

You made a mistake in the title. If you filled out the wrong name before the job entry, then cancel the entry. To do this, make a note without a number that a mistake was made in the name (see sample 6 below). The wrong name cannot be crossed out.

An entry in the employment record about dismissal: 3 rules for entering information + 5 components of the entry + 5 most common reasons for dismissal, in addition to one's own desire.

The work of an HR officer is complex and responsible.

The price of a mistake made in the personal documents of the members of the team is high, not only for the owner of the papers themselves, but also for the personnel officer, who can be punished with fines.

Very often, the personnel department has to make an entry in the work book about dismissal.

Every good specialist should know about the main types of wording, about the acceptable form of making changes, about the articles of the Labor Code of the Russian Federation that correspond to each type of termination of the contract.

General rules for making an entry in the work book about dismissal

An officially registered employee must have a work book, which is stored in the personnel department and in which the responsible person makes entries about hiring, promotion, and termination of the contract.

1. What should you know about the rules for filling out work books?

The dismissal procedure provided for by the legislation of the Russian Federation is quite simple, especially if the mercenary decided to change his place of work on his own initiative, and is not expelled by management for some kind of misconduct.

And yet there are a number of rules, and first of all they relate to the preparation of relevant documentation and making entries that cannot be violated.

The day of dismissal is identical to the last day the specialist was at the workplace. If, after writing, the employee worked for another 2 weeks, then the day of his calculation is the 14th day after revealing his desire in writing.

It is on the day of his dismissal that the employee must receive:

payment ( wages for the time they have worked);
certificates (on work activities, paid contributions, etc.);
a work book with a text on the termination of the contract drawn up in accordance with all the rules.

It is impossible to make an entry in the labor without drawing up an order from the management that the contract is terminated with a specific employee.

Not only the personnel department, but also the person leaving should be familiar with this order.

When making an entry in the work book about the termination of the contract, the personnel officer must remember that:

Information about the dismissal must be preceded by a record of hiring the employee.
All data must be recorded with the signatures of the management and the seal of the company.
The dismissed person himself must make sure that all the data in the labor record is entered correctly and confirm this with his signature.

The dismissed person is not obliged to personally collect his documents if he does not have such an opportunity. You can send him the entire package of papers by mail or send it by courier.

2. The main components of the entry in the work book upon dismissal.

The record of dismissal in the work book, which is made by the specialist, must be:

truthful (it is impossible, for example, to falsify the dates of the duration of the contract);
correct (formatted according to all the rules and without errors).

It is this text that will not cause claims from the inspection authorities.

The notice of termination must contain the following information:

1.	Sequence number of the entry
2.	Date of changes to the labor
3.	Information on termination of the employment contract on the basis of one of the articles of the Labor Code of the Russian Federation
4.	Details of the issued order to terminate employment
5.	Signatures of the personnel officer (head of the company) and former employee, which indicates that the generated records are recognized as correct

If you follow the general rules for filling out work books, you will never encounter claims from either the tax office, or the inspectorate, or the dismissed person himself, who may have problems due to the fact that you entered the data incorrectly.

Why does an employee decide to quit and how to properly arrange everything in a work book?

The most common reason for the change of place of work of workers throughout the country is their own desire to leave for another employer.

The legal right of an adult to seek the most comfortable place of work for himself.

The duty of the personnel officer is to correctly make an entry in the labor, indicating the reason for the calculation:

Retirement for old age.
The initiative of the hiring party in connection with:
- violation of discipline;
- drunkenness;
- poor performance of duties;
- downsizing;
- financial difficulties of the company, etc.
(when neither the employer nor the employee has anything against the bilateral termination of the contract).
Circumstances beyond the control of the parties, for example, the recruitment of a specialist into the ranks of the Russian army.
Any good reason:
- admission to an educational institution;
- Moving to another city;
- the need to follow the husband / wife on a long business trip, etc.

To do this, you should carefully study articles 71, 77, 81 and 83 of the Labor Code of the Russian Federation.

It happens that the employee himself demands not only to write “dismissed of his own free will”, but to indicate the reason that caused this desire.

Here the personnel officer should act at his discretion.

If there is a document confirming this good reason (certificate from the university, pension certificate, certificate from the husband / wife's place of work on a business trip, etc.), then the corresponding entry can be made.

If the whole thing is the whim of a disgruntled mercenary, it is better to refuse.

Oksana Ivanovna was an excellent accountant, but she had a very complex character, which deteriorated even more with the arrival of a new director in the company.
It was difficult for the management to find a common language with the chief accountant, and, nevertheless, the director did not dismiss Oksana Ivanovna, marking her as a good specialist.
After another conflict, Oksana Ivanovna wrote a letter of resignation. The leadership, tired of the tense situation, signed it and ordered to issue an appropriate order.
A new round of conflict began when the former chief accountant began to demand from the personnel officer to write in the labor: "Fired on her own initiative, because it is impossible to work with such a bad director."
Naturally, the employee of the personnel department refused to make such an entry, referring to the absence of such a clause in the Labor Code of the Russian Federation.
And she did exactly the right thing.

How to make an entry in the work book about dismissal of one's own free will?

The reason for dismissal, which occurs most often, is of one's own free will.

Such a wording is a compromise that both employers and employees agree to, even when the real reason is a conflict of parties, pressure from the hiring party, errors in the work of an employee, or something else.

Voluntary dismissal is an opportunity to save face for an employee, which greatly simplifies the work of personnel officers.

The Human Resources department can choose one of two valid wordings:

Both are true and have the same legal force.

Just do not forget to write down in the labor work which part of Article 77 of the Labor Code of the Russian Federation became the basis for creating the entry.

If the specialist is of his own free will, then the entry in the work book will look like this:

Sample work book.

How to make an entry in the work book?
Dismissal of an employee.

An entry in the employment record about dismissal: the most common samples

There are two main forms of entering data into the book, which indicate the calculation of the specialist: "Fired ..." and "Labor contract terminated ...".

Both options are considered valid and can be used to make changes to the documentation.

To correctly, pointing to the basis, formulate the text, use the following table:

Base for dismissal	Article of the Labor Code of the Russian Federation	Record Sample about dismissal № 1	Record Sample about dismissal № 2
By agreement of the parties	Art. 77, part 1, item 1		Dismissed by agreement of the parties, paragraph 1 of the first part of Article 77 of the Labor Code of the Russian Federation
Dismissed by agreement of the parties, paragraph 1 of the first part of Article 77 of the Labor Code of the Russian Federation	Art. 77, part 1, item 2	Dismissed due to the expiration of the employment contract, paragraph 2 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the expiration of the employment contract, paragraph 2 of the first part of Article 77 of the Labor Code of the Russian Federation
Of your own accord	Art. 77, part 1, item 3	Dismissed of his own free will, paragraph 3 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated at the employee's own request, paragraph 3 of the first part of Article 77 of the Labor Code of the Russian Federation
In the order of transfer at the request of the employee	Art. 77, part 1, item 5	Dismissed by way of transfer to the Sea Limited Liability Company at the request of the employee, paragraph 5 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated in the order of transfer to the Limited Liability Company "More" at the request of the employee, paragraph 5 of the first part of Article 77 of the Labor Code of the Russian Federation
In the order of transfer with the consent of the employee	Art. 77, part 1, item 5		Dismissed by way of transfer to the Sea Limited Liability Company with the consent of the employee, paragraph 5 of the first part of Article 77 of the Labor Code of the Russian Federation
Refusal to continue work due to change of ownership of property	Art. 77, part 1, item 6		The employment contract was terminated due to the refusal to continue work in connection with the change of ownership of the organization's property, paragraph 6 of the first part of Article 77 of the Labor Code of the Russian Federation
Refusal to continue work due to a change in the jurisdiction of the organization	Art. 77, part 1, item 6	Dismissed due to refusal to continue work in connection with a change in the jurisdiction of the organization, paragraph 6 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the refusal to continue work due to a change in the jurisdiction of the organization, paragraph 6 of the first part of Article 77 of the Labor Code of the Russian Federation
Refusal to continue work in connection with the reorganization of the enterprise	Art. 77, part 1, item 6	Dismissed due to refusal to continue work in connection with the reorganization of the organization, paragraph 6 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the refusal to continue work in connection with the reorganization of the organization, paragraph 6 of the first part of Article 77 of the Labor Code of the Russian Federation
Refusal to continue work due to changes in the terms of the employment contract	Art. 77, part 1, item 7	Dismissed due to refusal to continue work in connection with a change in the terms of the employment contract determined by the parties, paragraph 7 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the refusal to continue work in connection with a change in the terms of the employment contract determined by the parties, paragraph 7 of the first part of Article 77 of the Labor Code of the Russian Federation
Refusal to transfer to another job required for medical reasons	Art. 77, part 1, item 8	Dismissed in connection with the refusal to transfer to another job, necessary in accordance with the medical report, paragraph 8 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the refusal to transfer to another job, necessary in accordance with the medical report, paragraph 8 of the first part of Article 77 of the Labor Code of the Russian Federation
The absence of the employer's work required by the employee for medical reasons	Art. 77, part 1, item 8	Dismissed due to the employer's lack of work necessary for the employee in accordance with the medical report, paragraph 8 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the employer's lack of work necessary for the employee in accordance with the medical report, paragraph 8 of the first part of Article 77 of the Labor Code of the Russian Federation
Refusal to transfer to another job in another area together with the employer	Art. 77, part 1, item 9	Dismissed due to refusal to transfer to work in another locality together with the employer, paragraph 9 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to the refusal to transfer to work in another locality together with the employer, paragraph 9 of the first part of Article 77 of the Labor Code of the Russian Federation
Violation of the established rules for concluding an employment contract	Art. 77, part 1, item 11	Dismissed due to violation of the established (Labor Code of the Russian Federation) rules for concluding an employment contract, paragraph 11 of the first part of Article 77 of the Labor Code of the Russian Federation	The employment contract was terminated due to violation of the established (Labor Code of the Russian Federation) rules for concluding an employment contract, paragraph 11 of the first part of Article 77 of the Labor Code of the Russian Federation

The contract can also be terminated at the initiative of the employer, not the employee.

Then, when entering data into the labor one, you need to refer to Article 81 of the Labor Code of the Russian Federation:

Having made an entry in the work book about the dismissal and securing it with signatures with a seal, give the document into the hands of the dismissed specialist. You are no longer responsible for his book.

The work book is the main document required when hiring an employee. It indicates the length of service and information about labor activity. (Article 66 of the Labor Code of the Russian Federation). On the day of dismissal, the employee receives a work book in his hands, familiarizes himself with the entry in the work book upon dismissal and makes the entry “Familiarized”. We will talk about how to correctly make an entry in the labor record about dismissal in the current article.

At least two weeks before the dismissal, the employee must submit to the manager a statement of intent to leave the company of his own free will - in 2019, these rules are relevant.

After the expiration of the term, the manager will issue an order to terminate the employment contract, and the personnel department will dismissal entry in the employment record.

When making an entry in the work book about dismissal, you must refer to:

to the point of the Labor Code of the Russian Federation;
an order to terminate the employment contract.

The employee draws up an application in any form. He must indicate in the document the surname and initials, the reason for leaving, the dates when he plans to stop working and when he signed the application.

General filling rules

The main part of the book, in which information about employment and termination of work is entered, is a table consisting of four columns. The instructions for filling out prescribe the following procedure for filling out this document:

column 1 is intended to indicate the serial number of the entry, while continuous numbering is provided throughout the document;
column 2 contains the date, the day and month are entered as a two-digit number, the year - as a four-digit number (in the format - 02/01/2019);
column 3 indicates the reason and grounds for which the employee stops working, while a reference to the part number, paragraph and article of the Labor Code of the Russian Federation is obligatory;
column 4 shows the details of the dismissal order.

Under the basis with reference to the law, the employee filling out the booklet and the dismissed employee put their signatures. The page is certified by the seal of the company. It is worth remembering that no abbreviations can be used when filling out, and all data must be entered clearly and accurately. Any incorrectly entered mark may have a negative impact in the event of any litigation.

The procedure for making an entry in the work book upon dismissal

An employee working in an organization in personnel department. But it is allowed to certify it to the one who, by order, is responsible for maintaining the personal documents of employees. The information must comply with the text of the order (clause 10 of the Rules for maintaining work books, approved by Decree of the Government of the Russian Federation dated April 16, 2003 No. 225).

How to do dismissal record in 2019 year:

In the first column, enter the serial number in Arabic numerals. Do not forget that the numbering is continuous from the first entry, including in the insert.
In the second column, enter the date in Arabic numerals. Numbers from 1 to 9 include zero. For example, write April 5, 2019 as "03/05/2019". The date is usually the same as the last business day. An exception is the employee's departure on vacation with subsequent dismissal. In this case, indicate in the document the last day of rest (part 2 of article 127 of the Labor Code).
In the third column, reflect the reasons with reference to the article of the law.
In the fourth column, indicate the reasons. List the details of the order, order, other document. First write the name of the local act or court decision, then the date and number.

Completely write down the words without abbreviations, making entries in the work book about the dismissal. About the period from which marks with abbreviations are considered invalid, read the article. All information entered by the employer or personnel officers is certified. To do this, the person responsible for maintaining the books indicates his position, puts a signature, supplements it with his surname, initials.

It is necessary to certify the signature with a seal if it is used in the company (Order of the Ministry of Labor of Russia dated October 31, 2016 under No. 589n). It is allowed to certify marks not only with the seal of the company, but also with the personnel service. The main thing is that it has a round shape, contains the full name of the organization, the address of its location.

Familiarize the employee with the entry in the work book about the dismissal. Ask him to put a signature after the information about the dismissal, as well as in the book of accounting for the movement of documents. The signature in the ledger protects the employer from problems. If available, you will prove that the book was issued in a timely manner. Otherwise, the dissatisfied employee may go to court.

date of dismissal

Entries in the work book are made with a fountain, gel or ballpoint pen with black, blue or purple ink.

Certification of an entry in the work book

The record of dismissal is certified by two signatures and a seal. According to clause 10 of the Rules, the dismissal records are signed by:

the employer or employee responsible for the maintenance of work books;
dismissed employee.

Usually, when the employer is an individual entrepreneur, he himself certifies the record, since there is most often no special employee for this in the state of the individual entrepreneur.

In a situation where an employee leaves a more or less large firm, the entry theoretically has the right to sign its head. In practice, the company issues an order which appoints a person responsible for maintaining work books. He, on a full legal basis, signs an entry in the work book. If such a situation has arisen that it is at the time of dismissal that such a responsible person is on vacation or on sick leave, then two options are possible:

the entry is signed by the temporarily acting person appointed by the order;
the signature is made by the head of the enterprise.

The signature is drawn up in accordance with GOST 6.30 (Unified system of organizational and administrative documents). It includes:

title of the signatory;
the painting itself;
FULL NAME.

At the same time, the position and F.I. The O. of the signatory must be written out in full without any abbreviations. For example, you cannot write “IP” instead of “individual entrepreneur”.

The signature of the dismissed employee is placed below the signature of the responsible person. It is done similarly to the previous signature, according to all the rules. It can't be just an incomprehensible stroke of a pen.

And it is also not allowed for the signature of the employee to stand next to the signature of the responsible person. It should only fit below.

Before the signature of the employee, his hand puts the entry “familiarized” or “familiarized with the records”.

Signatures are stamped. Previously, an entry in the work book could be certified with the seal of the organization or the seal of the personnel department. However, according to paragraph 35 of the order of Rostrud, since 2008, it is allowed to certify signatures exclusively with the seal of the enterprise.

When establishing a seal imprint, the following rules must be observed:

the seal should not cover signatures and other lines, interfering with their reading;
the imprint should lightly touch the record of the position of the dismissed employee;
The print must be unsmeared and legible.

Entries wording

Depending on the reason for dismissal, different wordings may be written in the work book.

Formulation of dismissal records for general reasons


Clause 2, Part 1, Article 77 of the Labor Code of the Russian Federation	Dismissed due to the expiration of the employment contract	The employment contract was terminated due to the expiration of the employment contract
Clause 3, Part 1, Article 77 of the Labor Code of the Russian Federation	Dismissed voluntarily	The employment contract was terminated at the initiative of the employee
clause 5, part 1, article 77 of the Labor Code of the Russian Federation (at the request of the employee)1	Dismissed by way of transfer to Vesna Limited Liability Company at the request of the employee	The employment contract was terminated due to the transfer of the employee at his request to Vesna LLC,
clause 5, part 1, article 77 of the Labor Code of the Russian Federation (with the consent of the employee)	Dismissed in the order of transfer to the Limited Liability Company "Spring" with the consent of the employee	The employment contract was terminated due to the transfer of the employee with his consent to the Limited Liability Company "Spring",
clause 6, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to refusal to continue work in connection with the change of ownership of the organization's property	The employment contract was terminated due to the employee's refusal to continue working due to a change in the ownership of the organization's property
clause 6, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to refusal to continue work due to a change in the jurisdiction of the organization	The employment contract was terminated due to the employee's refusal to continue working due to a change in the organization's jurisdiction
clause 6, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to refusal to continue work in connection with the reorganization of the organization	The employment contract was terminated due to the employee's refusal to continue working in connection with the reorganization of the organization
Clause 7, Part 1, Article 77 of the Labor Code of the Russian Federation	Dismissed due to refusal to continue work in connection with a change in the terms of the employment contract determined by the parties	The employment contract was terminated due to the refusal to continue work in connection with a change in the terms of the employment contract determined by the parties
clause 8, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to refusal to transfer to another job, necessary in accordance with the medical report	The employment contract was terminated due to the employee's refusal to transfer to another job, which is necessary for him in accordance with the medical report
clause 8, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to the absence of the employer's work required by the employee in accordance with the medical report	The employment contract was terminated due to the employer's lack of work required by the employee in accordance with the medical report
clause 9, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to refusal to transfer to work in another locality together with the employer	The employment contract was terminated due to the employee's refusal to be transferred to work in another locality together with the employer,
clause 11, part 1, article 77 of the Labor Code of the Russian Federation	Dismissed due to violation of the established rules for concluding an employment contract Dismissed due to violation of the rules for concluding an employment contract established by the Labor Code of the Russian Federation, excluding the possibility of continuing work	The employment contract was terminated due to violation of the established rules for concluding an employment contract The employment contract was terminated due to violation of the rules for concluding an employment contract established by the Labor Code of the Russian Federation, excluding the possibility of continuing work

The wording in the work book upon dismissal on the grounds provided for in Art. 81 of the Labor Code of the Russian Federation

The wording of the entries on the termination of the employment contract due to circumstances beyond the control of the parties

Article, part of an article, paragraph of an article of the Labor Code of the Russian Federation, according to which the employment contract is terminated	An example of a dismissal entry in column 3 of the work book (option 1)	An example of an entry on the termination of an employment contract in column 3 of the work book (option 2)
Clause 1, Part 1, Article 83 of the Labor Code of the Russian Federation	Dismissed due to assignment to alternative civilian service	The employment contract was terminated due to the direction of the employee to alternative civilian service
Clause 2, Part 1, Article 83 of the Labor Code of the Russian Federation	Dismissed in connection with the reinstatement of an employee who previously performed this work by a court decision	The employment contract was terminated due to the reinstatement of an employee who previously performed this work by a court decision
Clause 2, Part 1, Article 83 of the Labor Code of the Russian Federation	Dismissed in connection with the reinstatement of an employee who previously performed this work, by decision of the state labor inspectorate	The employment contract was terminated due to the reinstatement of an employee who previously performed this work, by decision of the state labor inspectorate
Clause 3, Part 1, Article 83 of the Labor Code of the Russian Federation	Dismissed due to non-election	The employment contract was terminated due to non-election to the position
clause 4, part 1, article 83 of the Labor Code of the Russian Federation1	Dismissed in connection with a conviction to a punishment that precludes the continuation of the previous work, in accordance with a court verdict that has entered into legal force	The employment contract was terminated due to the conviction of the employee to a punishment that precludes the continuation of the previous work, in accordance with a court verdict that has entered into force
clause 5, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed due to recognition as completely incapable of work in accordance with a medical report	The employment contract was terminated due to the recognition of the employee as completely incapable of work in accordance with the medical report
Clause 6, Part 1, Article 83 of the Labor Code of the Russian Federation (death of an employee)		The employment contract was terminated due to the death of the employee
clause 6, part 1, article 83 of the Labor Code of the Russian Federation (recognition of an employee as missing)		The employment contract was terminated due to the recognition by the court of the employee as missing
Clause 7, Part 1, Article 83 of the Labor Code of the Russian Federation	Dismissed due to the onset of emergency circumstances preventing the continuation of labor relations (epidemic)	The employment contract was terminated due to the onset of emergency circumstances preventing the continuation of the employment relationship (epidemic)
clause 8, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed due to disqualification	Employment contract terminated due to disqualification
clause 9, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed due to the deprivation of a special right (the right to drive vehicle), Or: Dismissed due to the deprivation of a special right (the right to drive a vehicle), which entails the impossibility for the employee to fulfill obligations under an employment contract	The employment contract was terminated due to the deprivation of the employee of a special right (the right to drive a vehicle) Or: The employment contract was terminated due to the deprivation of the employee of a special right (the right to drive a vehicle), which entails the impossibility for the employee to fulfill the obligations under the employment contract,
clause 10, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed due to termination of access to state secrets	The employment contract was terminated due to the termination of access to state secrets
clause 11, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed due to the annulment of the court decision on the reinstatement of the employee at work	The employment contract was terminated due to the annulment of the court decision on the reinstatement of the employee at work
clause 11, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed in connection with the recognition of the decision of the state labor inspectorate to reinstate the employee at work as illegal	The employment contract was terminated due to the recognition of the decision of the state labor inspectorate to reinstate the employee at work as illegal
clause 13, part 1, article 83 of the Labor Code of the Russian Federation	Dismissed due to the occurrence of restrictions established by the Labor Code of the Russian Federation and excluding the possibility of the employee fulfilling obligations under an employment contract on engaging in certain types of labor activity	The employment contract was terminated due to the occurrence of restrictions established by the Labor Code of the Russian Federation and excluding the possibility for the employee to fulfill the obligations under the employment contract on engaging in certain types of labor activity

Wording of entries on other grounds provided for by the Labor Code of the Russian Federation

Article, part of the article, paragraph of the article of the Labor Code of the Russian Federation, according to which the termination of labor	An example of a dismissal entry in column 3 of the work book (option 1)	An example of an entry on the termination of an employment contract in column 3 of the work book (option 2)
Clause 1, Article 278 of the Labor Code of the Russian Federation	Dismissed due to removal from office in accordance with the legislation on insolvency (bankruptcy)	Employment contract terminated due to removal from office in accordance with insolvency (bankruptcy) legislation
Clause 2, Article 278 of the Labor Code of the Russian Federation	Dismissed in connection with the adoption by the authorized body of the legal entity of the decision to terminate the employment contract	The employment contract was terminated due to the adoption by the authorized body of the legal entity of the decision to terminate the employment contract
Art. 288 of the Labor Code of the Russian Federation (when the combination is internal)	Dismissed from part-time work in connection with the hiring of an employee for whom this work will be the main one	The employment contract for part-time work has been terminated due to the employment of an employee for whom this work will be the main one
Art. 288 of the Labor Code of the Russian Federation (when the combination is external)	Dismissed from a part-time job from Vesna Limited Liability Company in connection with hiring an employee for whom this work will be the main one	The employment contract for part-time work in the Vesna Limited Liability Company was terminated due to the employment of an employee for whom this work will be the main one
Clause 1 of Art. 336 of the Labor Code of the Russian Federation	Dismissed for repeated, within one year, gross violation of the charter of an organization engaged in educational activities	The employment contract was terminated for repeated, within one year, gross violation of the charter of the organization carrying out educational activities
Clause 2 of Art. 336 of the Labor Code of the Russian Federation	Dismissed for the use of methods of education associated with physical violence against the personality of the student	The employment contract was terminated for the use of educational methods related to physical violence against the personality of the student
Clause 3 of Art. 336 of the Labor Code of the Russian Federation	Dismissed due to reaching the age limit for filling a position	The employment contract was terminated due to the employee reaching the age limit for filling a position ...,

In conclusion, we can say that only those who do nothing do not make mistakes. However, when filling out work books, a personnel officer should be extremely careful and in no case rush so as not to redo either his or someone else's work. As well as the employees themselves, as far as possible, monitor the appearance of the necessary entries in their own work book.

Examples of dismissal entries in the work book

Consider a few examples of registration of a dismissal entry in a work book.

Sample entry in the work book upon dismissal in 2019 due to transfer

The law provides for two ways to transfer to another company (clause 5, article 77 of the Labor Code of the Russian Federation):

at the request of the employee;
at the initiative of the employer, but with the consent of the employee.

Depending on the variations of this basis, a suitable entry is made (clause 6.1 of the Instructions of the Ministry of Labor). It should be noted that when applying for a job at the company indicated upon dismissal, it is also necessary to emphasize that we are talking about a transfer admission. At the same time, the clarification that the transfer is carried out at the request of the employee or with his consent is not displayed in the record. Dismissal accompanied entry in the work book (sample 2019):

Dismissal by transfer can be either at the request of the employee or at the initiative of the employer.

Designation of dismissal in the work book in connection with death

Death is recorded solely on the basis of legal documents: a death certificate or a court order declaring the missing person dead.

The order and record of dismissal are not drawn up here immediately, but on the basis of the evidence or decision received. In the order and record, the word “dismiss” cannot be used, since only a living person can be dismissed. Instead, you need to write:

Termination of an employment contract due to the death of an employee, clause 6, part 1 of article 83 of the Labor Code of the Russian Federation.

In the work book in this case, it is necessary to write about the termination of the employment contract, and not about dismissal.

The work book is issued to one of the close relatives of the deceased or sent by registered mail. For personal extradition, a receipt is required from the recipient.

Retirement for health reasons

Dismissal due to poor health is possible both at the request of the worker himself, and at the initiative of the employer. The entry upon dismissal, caused at the request of the employee himself, in this case is identical to the entry upon dismissal at his own request.

True, there is one significant nuance here - if the manager is interested in the employee staying, he has the right to demand to write about the reasons for his decision and ask to document the level of his health. Then, upon receipt of a medical certificate confirming the impossibility of further work, it is easier and more cost-effective for the enterprise to register the record as a dismissal of one's own free will.

But when dismissed at the initiative of the employer, depending on the specific situation, there are various ways to make an entry. In any case, the employer must first offer the employee a position that he can handle based on his physical condition. The employee must refuse the offered place in writing, and after that, on the basis of his disagreement with the position of the employer, he may be dismissed.

The record of dismissal for health reasons should indicate that the employee refused the position offered to him, suitable for the level of his health.

If the employer does not have such a position that the employee could cope with based on his physical capabilities, then the following content is left in the labor record:

The employment contract was terminated due to the employer's lack of work necessary for the employee in accordance with the medical report, clause 8 of part 1 of article 77 of the Labor Code of Russia Russian Federation.

If the employee is dismissed of his own free will, a sample entry in the labor

Examples of registration of a record of dismissal in labor:

Dismissal of one's own free will entry in the labor if the reason for the transfer of the spouse:

Sample record of dismissal by agreement of the parties

Dismissal in the work book- sample 2019 years by agreement of the parties:

Correction and replacement of entries

There are legally established rules governing the change of entries in work books.

Change of information about work activity

All incorrect information, subject to certain conditions, is allowed to be corrected. These corrections are carried out at the company whose personnel officers made a mistake when filling out the record, or at another production site based on documents sent from the first job. If the former enterprise was reorganized, then the document must be provided by its successor. And if the old company is closed or the individual entrepreneur has closed his business, then the new employer makes the corrections.

Unlike changes on the title page, records of changed information about the work cannot be crossed out. To correct them, additional correct entries are made, which indicate that the old entries should be considered invalid. Using a similar method, information about an erroneously made dismissal is changed. Entries that indicate errors in old entries and their new edition is entered are performed below the last of the previous entries.

An example of making a correction in the column on the work of the work book:

Records of changes in information about work are placed under the last entry in the work book with consecutive numbering.

Corrective entries are made in the following order:

in the first column the serial number of the record is put;
in the second column, the date of making a new entry is fixed;
in the third column, the phrase “The entry under the number “n” is considered invalid” is entered and a correct entry is made below it;
in the fourth column, the date and number of the order are put, in accordance with which a new entry is made.

An entry on the recognition of the old dismissal record as invalid and a link to the restoration order at the previous company is performed in the same way:

in column three, the phrase “Entry number “n” is invalid, reinstated at the previous job”;
column four enters the number and date of the order for reinstatement at work.

If an erroneous entry is noticed after the employee is dismissed from his previous place of work, in column 3 the name of the organization that made the mistake is written, in the next line - the phrase "The entry for the number such and such is invalid." Next, a correct entry is made with the order number, which must be certified by the signature and seal of the employer.

If there is no record of dismissal in the work book of the employee previous work.

Alas, this formally confirms that labor Relations between the employee and the employer are not terminated. With such an employee, you can conclude an agreement only part-time. But if the enterprise was liquidated, the personnel officer contributes voluntary resignation letter(or other reason) on the basis of a document submitted by the employee, for example, an order to terminate the employment contract.

If there are no supporting documents, the employer at the new place of work cannot enter the missed notice of resignation from the previous place of work. In this case, the employee may apply to the court.

Changes in the name of the owner of the work book are carried out on the basis of information from documents proving his identity. They are placed on the title page by crossing out the old lines and inserting new entries next to the strikethrough data. Previous data is crossed out with a thin solid line so that it can be read. On the inner, empty, page of the cover is placed a record of the name of the document, on the basis of which the personal data was changed. Document details are required. This entry is signed by the responsible officer or by the employer. It is certified with a corporate seal. It is forbidden to put the seal of the personnel department.

When information about an employee is changed, the old entry is neatly crossed out with one line, and the reason for the change is entered on the back.

It should be emphasized that everything written on the title page can only be changed and is strictly forbidden to correct. A book with an incorrectly completed title page must be changed without fail as invalid and a new one must be registered. The cost of its acquisition must be reimbursed by the employer himself, and the damaged copy must be destroyed.

The main mistakes when filling out

All the mistakes that personnel officers make when making an entry can be divided into general and related to the preparation of the entry:

Making an entry with green, red or other colored ink. To write in the labor, you can use a gel or ballpoint pen in black, chenille or purple.
It is impossible to make abbreviations of any nature - TC instead of " Labor Code”, etc. instead of “order”, etc.
Using the wrong wording of the reason for dismissal. An entry in the employment record about dismissal in 2019 year must be entered in exactly the same way as the reason is indicated in the Labor Code or other federal law. At the same time, the Rules for keeping books of the concept "Dismissal" and "Termination of the employment contract" are used as identical.
The personnel officer does not certify the record of dismissal. After compiling the record, the responsible employee must enter his signature and decipher it. The stamp is placed if available.
The employee does not put an introductory signature. After the dismissed person has read the entry made, he needs to confirm this with a signature. Rostrud recommends that the dismissed put his mark under the signature of the personnel officer.

Responsibility of the employer for incorrect wording

If the incorrect wording is corrected in a timely and appropriate manner, then no liability will arise. If the inaccuracy was discovered by the employee on his own, he has the right to contact his superiors with a request to change the entry. In this case, the employer may punish the responsible person who made the inaccuracy.

If the employer refuses to make changes, the employee has the right to write a complaint or demand that changes be made in court. Based on the results of consideration of the complaint, a fine for officials - from 1,000 to 5,000 rubles, for a legal entity - from 30,000 to 50,000 rubles (Article 5.27 of the Code of Administrative Offenses of the Russian Federation). In case of repeated violation, the fine increases to 20,000 rubles for official, and will amount to 50,000-70,000 rubles for the organization.

In addition, Article 394 of the Labor Code of the Russian Federation determines that if incorrectly indicated reasons for leaving a person from work prevented him from getting a job, then the court may oblige the former employer to pay former employee average earnings for the entire time of forced absenteeism.

Agreement of the parties

Employee or employer initiative

Waiver of new conditions

General rules for making entries

Rules for entering information about work in the work book

What information is included when applying for a job?

What to do with the work book of the old sample?

What information is entered during the period of labor activity of the employee in the organization?

Footnotes

Rules for filling out a work book in 2020

How to correct a mistake in a workbook

If the record of dismissal in the work book is invalid

Electronic work books

Samples of filling out a work book in 2020

How to write wording in a work book

Title page layout

Making changes to the title page

Recruitment

Transfer to another position

Dismissal at the employee's own request

Dismissal due to downsizing

Error in company name

General rules for making an entry in the work book about dismissal

1. What should you know about the rules for filling out work books?

2. The main components of the entry in the work book upon dismissal.

Why does an employee decide to quit and how to properly arrange everything in a work book?

How to make an entry in the work book about dismissal of one's own free will?

An entry in the employment record about dismissal: the most common samples

General filling rules

The procedure for making an entry in the work book upon dismissal

date of dismissal

Certification of an entry in the work book

Entries wording

Formulation of dismissal records for general reasons

The wording in the work book upon dismissal on the grounds provided for in Art. 81 of the Labor Code of the Russian Federation

The wording of the entries on the termination of the employment contract due to circumstances beyond the control of the parties

Wording of entries on other grounds provided for by the Labor Code of the Russian Federation

Examples of dismissal entries in the work book

Sample entry in the work book upon dismissal in 2019 due to transfer

Designation of dismissal in the work book in connection with death

Retirement for health reasons

If the employee is dismissed of his own free will, a sample entry in the labor

Sample record of dismissal by agreement of the parties

Correction and replacement of entries

Change of information about work activity

The main mistakes when filling out

Responsibility of the employer for incorrect wording

Interesting articles

Interesting articles