An entry in the work book on the termination of the employment contract. Dismissal of one's own free will: correct design and sample entry in the work book

Labor legislation obliges an employer - an organization or an individual entrepreneur to keep work books
for each employee who has worked for more than five days, if the work for this employer is the main one for the employee (Articles 66 and 309 of the Labor Code of the Russian Federation). All entries in the work book are made in blue, purple or black ink. And without any cuts.

The employee presents the work book at the conclusion of the employment contract.
There are two cases when there is no need to present a work book:

1. when applying for a job in an organization on a part-time basis (Article 283 of the Labor Code of the Russian Federation);
2. when applying for a job for the first time (Article 65 of the Labor Code of the Russian Federation).

How to fill out the very first - the title page of the book.

1. The surname, name and patronymic of the employee is indicated in full.
   Data can be taken from a passport or other identity document. For example, a driver's license, a military ID or a foreign passport. Do not replace the first and middle name with initials.
2. The date of birth is written in Arabic numerals.
   The day and month are indicated by two-digit codes. And the year is a four-digit code. The month should not be written in words.
3. Education.
   The data in this line is entered on the basis of a certificate, certificate or diploma. Here, “higher professional”, “secondary general”, “secondary vocational education”, etc. can be indicated. Also, incomplete education of one level or another can be indicated here.
4. Profession, specialty.
   The data is also indicated on the basis of education documents.
5. Date of completion.
   Put the current date on which you draw up a work book. The month can be specified both in numbers and in words. It won't be a mistake.
6. Signature of the owner of the book.
   This column must be signed by the employee himself.
7. Signature of the person responsible for maintaining work books.
   It is put by the one who actually draws up the document. This is usually the head of the human resources department. But since an accountant often performs personnel work, his signature may also be here.
8. Place for printing.
   The company seal is affixed. You can also put the seal of the personnel service, if there is one.

All employees who have worked in the company for more than five days must make an entry in the work book.
This applies only to the main place of work.

Recruitment

1. Enter the information about the organization in column 3 of the section "Information about work".
   Enter the full name of the organization here. And also the abbreviation, if any.
2. In the column "Record number" put the serial number.
   Accordingly, if this is the first entry, the column will contain “1”.
3. Date. Enter the date of employment in Arabic numerals.
4. At the same level as the date of admission in column 3, enter a record of employment.
   If you are hiring a person in a specific structural unit, then indicate his name. Here, indicate the name of the position of the employee, according to the staffing table.
5. In column 4, indicate the number and date of the document on the basis of which the employee was admitted to the organization.
   As a rule, this is a job order.

Part-time job hiring

A part-time entry is made in the work book at the request of the employee.
That is, if the employee himself does not ask you about it, you do not need to make an entry. There is no violation in this.
But if the employee asked you about it, then enter the data in the same way as the main place of work under the following serial number.
The entry is made by the employer at the main place of work on the basis of a certified copy of the order of admission or a certificate from the place of work part-time.

Transfer of an employee to another department or to a new position.

If you have hired an employee and are now transferring him to another department or to another position, then this must be reflected in the work book.
To do this, you need to make a record of the transfer.

1. Date.
   Enter the date of transfer in Arabic numerals.
2. In column 3, enter a record of the transfer.
   Specify the department and position in which the employee will now work.
3. In column 4, indicate the number and date of the document on the basis of which the employee was transferred to a new position or to another unit.

Dismissal

When parting with an employee, it is necessary to put a record of dismissal in the work book.
This must be done in a timely manner. Since on the last working day the work book must be returned to the owner. Otherwise, the company may face fines from the labor inspectorate. And the former employee will have to pay compensation. The most common ground for dismissal is voluntary dismissal.

1. In the column "Record number" enter the serial number of the record.
2. Date.
   The date of dismissal is indicated in Arabic numerals.
   The date of dismissal is considered the last working day of the employee.
3. In column 3, a record of dismissal is made indicating the reasons.
   It also indicates a link to the article of the Labor Code, on the basis of which the employee was dismissed.
   For example, upon dismissal of one's own free will, one must refer to paragraph 3 of Article 77 of the Labor Code.
   If by agreement of the parties, then the reference will be to paragraph 1 of Article 77 of the Labor Code.
4. Column 4 indicates the number and date of the document on the basis of which the employee was fired.
   Usually this is an order to terminate the employment contract.
5. When an employee is dismissed, all records made during the employee's work in the company are certified by the seal of the company and the signature of the manager or other person authorized to do so.
   Ask the employee to put his signature under all entries.

Suppose an incorrect entry is found in the work book and now it needs to be corrected.
But do not rush to cross out or cover up erroneous data. The rules for filling out work books prohibit this.
The only possible option is to invalidate the record.
And only after that make a new one.

1. In the column "Record number" put the serial number of the record.
2. Date. Specify the date on which you will invalidate the erroneous entry.
   That is the date when you make corrections.
3. In column 3, write "Entry under No. ___ is invalid."
4. In column 2, indicate the date of the new, now correct, entry.
5. Enter the correct entry in column 3.
6. In column 4, indicate the number and date of the document on the basis of which you entered the correct data.

Examples of wording entries
when laying off employees

Paragraph and article of the Labor Code	Entry in the workbook
Paragraph 1 of Art. 77	The employment contract was terminated by agreement of the parties, paragraph 1 of the first part of Article 77 of the Labor Code of the Russian Federation
Paragraph 2 of Art. 77	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
Paragraph 3 of Art. 77 (at own request)	The employment contract was terminated at the initiative of the employee, paragraph 3 of the first part of Article 77 of the Labor Code of the Russian Federation
Paragraph 5 of Art. 77	The employment contract was terminated due to the transfer of the employee at his request to work in the Limited Liability Company "Karkas", paragraph 5 of the first part of Article 77 of the Labor Code of the Russian Federation
Paragraph 6 of Art. 77	The employment contract was terminated due to the employee's refusal to continue working 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
	The employment contract was terminated due to the employee's refusal to continue working due to a change in the organization's jurisdiction, 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 employee's refusal to continue working 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
Paragraph 7 of Art. 77	The employment contract was terminated due to the employee's refusal to continue working due to 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
Clause 8 of Art. 77	The employment contract was terminated due to the employee's refusal to transfer to another job, necessary for him in accordance with the medical report, clause 8 of part 1 of article 77 of the Labor Code of the Russian Federation
Paragraph 9 of Art. 77	The employment contract was terminated due to the employee's refusal to be transferred 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
Paragraph 11 of Art. 77	The employment contract was terminated due to violation of the rules for concluding an employment contract established by the Labor Code, paragraph 11 of the first part of Article 77 of the Labor Code of the Russian Federation
Article 71	The employment contract was terminated at the initiative of the employer due to an unsatisfactory test result, part one of Article 71 of the Labor Code of the Russian Federation
Paragraph 1 of Part 1 of Art. 81	The employment contract was terminated at the initiative of the employer in connection with the liquidation of the organization, paragraph 1 of the first part of Article 81 of the Labor Code of the Russian Federation
	The employment contract was terminated at the initiative of the employer in connection with the termination of activity by an individual entrepreneur, paragraph 1 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 2, part 1, art. 81	The employment contract was terminated at the initiative of the employer due to the reduction in the number of employees of the organization, clause 2 of part one of Article 81 of the Labor Code of the Russian Federation
Clause 3, part 1, art. 81	The employment contract was terminated at the initiative of the employer due to the inconsistency of the employee with the position held due to insufficient qualifications, confirmed by the results of certification, paragraph 3 of the first part of Article 81 of the Labor Code of the Russian Federation
	The employment contract was terminated at the initiative of the employer due to the inconsistency of the employee with the work performed due to insufficient qualifications, confirmed by the results of certification, paragraph 3 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 4, part 1, art. 81	The employment contract was terminated at the initiative of the employer in connection with the change of ownership of the organization's property, paragraph 4 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 5, Part 1, Art. 81	The employment contract was terminated at the initiative of the employer due to the employee's repeated failure to fulfill his labor duties without good reason, paragraph 5 of the first part of Article 81 of the Labor Code of the Russian Federation
Subparagraph "a" of paragraph 6 of part 1 of Art. 81	The employment contract was terminated at the initiative of the employer due to absenteeism, subparagraph "a" of paragraph 6 of the first part of Article 81 of the Labor Code of the Russian Federation
Subparagraph "b" of paragraph 6 of part 1 of Art. 81	The employment contract was terminated at the initiative of the employer in connection with the appearance of the employee at work in a state of intoxication, subparagraph "b" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
Subparagraph "c" of paragraph 6 of part 1 of Art. 81	The employment contract was terminated at the initiative of the employer due to the disclosure of state secrets that became known to the employee in connection with the performance of labor duties, subparagraph "c" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
	The employment contract was terminated at the initiative of the employer due to the disclosure of a trade secret that became known to the employee in connection with the performance of labor duties, subparagraph "c" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
	The employment contract was terminated at the initiative of the employer due to the disclosure of official secrets that became known to the employee in connection with the performance of labor duties, subparagraph "c" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
Subparagraph "g" of paragraph 6 of part 1 of Art. 81	The employment contract was terminated at the initiative of the employer in connection with the theft of someone else's property at the place of work, established by a valid court verdict, subparagraph "d" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
	The employment contract was terminated at the initiative of the employer in connection with the commission of damage to someone else's property at the place of work, established by a court verdict that has entered into legal force, subparagraph "d" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
Subparagraph "e" of paragraph 6 of part 1 of Art. 81	The employment contract was terminated at the initiative of the employer in connection with the employee's violation of labor protection requirements, which entailed grave consequences, subparagraph "e" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
	The employment contract was terminated at the initiative of the employer in connection with the employee's violation of labor protection requirements, which created a real threat of serious consequences, subparagraph "e" of paragraph 6 of part one of Article 81 of the Labor Code of the Russian Federation
Clause 7, Part 1, Art. 81	The employment contract was terminated at the initiative of the employer in connection with the commission of guilty actions by the employee directly serving monetary values, which gave rise to the loss of confidence in him on the part of the employer, paragraph 7 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 8, Part 1, Art. 81	The employment contract was terminated at the initiative of the employer in connection with the commission by the employee performing educational functions of an immoral offense incompatible with the continuation of this work, paragraph 8 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 9, Part 1, Art. 81	The employment contract was terminated at the initiative of the employer in connection with the adoption of an unreasonable decision that entailed a violation of the safety of the property of the organization, paragraph 9 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 10, part 1, art. 81	The employment contract was terminated at the initiative of the employer in connection with a single gross violation of labor duties, paragraph 10 of the first part of Article 81 of the Labor Code of the Russian Federation
Clause 11, Part 1, Art. 81	The employment contract was terminated at the initiative of the employer in connection with the submission by the employee to the employer of false documents at the conclusion of the employment contract, paragraph 11 of the first part of Article 81 of the Labor Code of the Russian Federation
Paragraph 1 of Part 1 of Art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the conscription of the employee for military service, paragraph 1 of the first part of Article 83 of the Labor Code of the Russian Federation
	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the assignment of the employee to alternative civilian service, clause 1 of part one of Article 83 of the Labor Code of the Russian Federation
Clause 2, part 1, art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the reinstatement of an employee who previously performed this work, by decision of the state labor inspectorate, clause 2 of part one of Article 83 of the Labor Code of the Russian Federation
	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the reinstatement of an employee who previously performed this work, by a court decision, clause 2 of part one of Article 83 of the Labor Code of the Russian Federation
Clause 3, part 1, art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, due to non-election to the position, paragraph 3 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 4, part 1, art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the conviction of the employee to a punishment that precludes the continuation of the previous work, in accordance with the court verdict, which has entered into force, paragraph 4 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 5, Part 1, Art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the recognition of the employee as completely incapable of working in accordance with a medical report, paragraph 5 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 6, Part 1, Art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the death of the employee, paragraph 6 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 8, Part 1, Art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, due to disqualification, which precludes the employee from fulfilling the obligations under the employment contract, paragraph 8 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 9, Part 1, Art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the deprivation of the employee of the special right to drive a vehicle, which made it impossible for the employee to fulfill the obligations under the employment contract, paragraph 9 of part one of Article 83 of the Labor Code of the Russian Federation
Clause 10, part 1, art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the termination of access to state secrets, paragraph 10 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 11, Part 1, Art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the cancellation of the court decision on the reinstatement of the employee at work, paragraph 11 of the first part of Article 83 of the Labor Code of the Russian Federation
	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with the recognition of the decision of the state labor inspectorate to reinstate the employee at work, paragraph 11 of the first part of Article 83 of the Labor Code of the Russian Federation
Clause 12, part 1, art. 83	The employment contract was terminated due to circumstances beyond the control of the parties, in connection with bringing the total number of employees who are foreign citizens in line with the permissible share of such employees established by Decree of the Government of the Russian Federation of December 31, 2008 N 1099, paragraph 8 of the first part of Article 83 Labor Code of the Russian Federation

If you make an entry in the work book about the dismissal incorrectly, then the employee will be left without a pension. If you hired an employee for a regular job in 2019, you must keep hiring and leaving records. Moreover, when hiring, you make similar records for all employees.

Indicate the title of the position, date and details of the order. And upon dismissal, the entries in the work book will depend on the reason for the dismissal. Therefore, we will tell you in detail how to make an entry in the work book about dismissal. A sample of 2019 will be offered later.

The Trudoviks began to fine for errors in work books. Simplified magazine figured out how to fill them in correctly:

How to make a record of dismissal of your own free will

You make entries in the work book about dismissal in 2019 in this order (clause 5.2 of the Instructions for filling out books, approved by Decree of the Ministry of Labor of the Russian Federation of October 10, 2003 No. 69). In column 1, put the serial number of the entry.

Column 2 will contain the date of dismissal, that is, the termination of the contract. In this case, the date of termination of the employment contract will be the last day of work of the employee.

In column 3, indicate the reason for the dismissal. You describe in detail the reason for the dismissal and put an article of the Labor Code on the basis of which the employment contract was terminated. Article 77 of the Labor Code of the Russian Federation is an article of dismissal of one's own free will, the entry in the labor will include an indication of paragraph 3 of the first part of Article 77 of the Labor Code.

And in column 4, put the details of the document on the basis of which you made a record of dismissal. This will be an order or order signed by the director to terminate the employment contract.

To dismiss an employee of his own free will, there must be a statement from him. The fact is that an ordinary employee who wants to quit must notify the employer at least two weeks in advance (Article 80 of the Labor Code of the Russian Federation). For a manager, this period is a month, and for an employee on a trial period - 3 days. But if the management does not mind, you can terminate the employment contract before the deadline.

So, if the employee wrote a statement, the deadline has passed, you have issued an order, you can make an entry in the work book upon dismissal of your own free will. 2019 is no exception, you make entries in the work book in the same order as in previous years.

Sample letter of resignation at will

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.

If the individual entrepreneur dismisses, then the name of the individual entrepreneur (IP A.S. Petrov) and signature are put in the work book.

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

) contains information about the termination of the contract. Termination of its action on the initiative of the employee is considered in article 80, on the initiative of the employer - in article 81. The grounds are presented in article 77 of the Labor Code of the Russian Federation;

in federal laws. For example, for civil servants, this issue is regulated;

It should be remembered that for certain categories of employees, for example,

• Foreigners ();
• athletes ();
• scientists (),

the grounds for termination of employment relations are provided for in separate provisions.

Grounds for dismissal

The most popular grounds for dismissal are:

• at will;
• in order of translation;
• due to downsizing;
• in connection with retirement;
• in connection with the call for military service;
• due to violation of labor laws.

In different cases, entries in the work book are made in different ways.

Entry Rules

According to, all entries in the columns of the form must be made on the basis of the order of the employer. This rule also applies to information about termination of the contract. The content of the entries in the columns must repeat the wording from the order (clause 14 of the Rules). Information about the termination of the contract is entered into the form of the dismissed employee on the day of his departure from the organization.

The procedure for making entries in the form is discussed in detail in. Let's consider in what sequence an entry on the termination of a working relationship should be made in the form (according to clauses 5.1-5.6 of the Instructions):

1. In the first column of the “Job Details” section, the entry number is put in order (you can use the sample work book below (voluntary dismissal 2019)).
2. In the second, Arabic numerals indicate the date (day, month, year) of entering information about the termination of the contract.
3. The third indicates the grounds for termination of the contract with reference to Article . An example of an entry in a work book about dismissal of one's own free will 2019 may sound as follows: “Dismissed of his own free will, clause 3 of part one Article 77 of the Labor Code of the Russian Federation».
4. In the fourth, you must specify the details of the order to terminate the working relationship.
5. The information entered into the employee's form during his work in the organization is certified by the signature of the responsible person and the seal of the organization (if any).
6. As a sign of familiarization with the record, the employee puts his signature and indicates his surname with initials.

Sample letter of dismissal in the work book 2019

Focusing on this sample of dismissal in the work book (2019), you can make a correct entry in the employee's form.

Dismissal in the order of transfer: entry in the labor

An employment contract may be terminated with an employee in connection with his transfer to work with another employer (clause 5, part 1 Art. 77 Labor Code of the Russian Federation). An employee can transfer to work with another employer:

• at will;
• at the initiative of the employer (both current and potential). In this case, dismissal by transfer is issued only with the written consent of the employee.

We offer a sample of how to make an entry in the work book about the dismissal of 2019 when transferring to another place of work:

Record in the labor of dismissal of their own free will 2019

Filling out a work book upon dismissal of one's own free will in 2019 has a number of nuances. In the case when you need to make an entry in the work book upon dismissal of your own free will (2019), the appropriate wording in column 3 would be “terminated employment contract”, and not “dismissed of your own free will”. Some lawyers recommend that when making an entry upon dismissal of one's own free will in the work book (2019), write: “on the initiative of the employee”, since it is precisely this that corresponds to the wording given in the law. We offer you to see a few examples of filling out a work book upon dismissal of your own free will 2019

Sample dismissal of one's own free will, entry in labor 2019

Dismissal due to retirement

In this case, the following sample entry in the labor record for dismissal of one's own free will 2019 is applicable:

Dismissal at the initiative of the employer

If an employee quits due to a violation of labor discipline, then a sample entry in the labor force for dismissal of his own free will in 2019 will not work, you will need to enter the following wording:

When documents are issued to an employee

A frequent question of employees: when should they give a work book upon dismissal? The deadline for issuing a work book to a dismissed employee is clearly established: the employer must hand over the form with the entry made to the citizen on the last day of work.

Sending a work book by mail upon termination of an employment relationship is possible only with the consent of its owner, which must be issued in writing. This is practiced if the employee warns the employer in advance that he will not be able to be present at the workplace on the day of termination of the contract. It is also used if the main office of the company is located at a considerable distance from the division in which the person works.

The form must be returned to the owner on time. What to do if the dismissed employee did not appear for him in due time? Failure to issue a work book upon dismissal threatens the employer with trouble in the form of a fine of up to 50,000 rubles. Therefore, in order to protect themselves, the head of the company should send a notification to the former employee by mail with a request to pick up the form in the personnel department of the enterprise or agree to send it by mail. This must be done on the last working day of the departing employee.

Also, if the employee cannot come for the form on his own, he can seek help from a person he trusts. It could be a close relative or co-worker. After issuing a power of attorney from a notary, a friend will be able to receive his document in the personnel department.

Only after the dismissed employee has received his work book with a record of dismissal in the appropriate column, you can put an end to this difficult matter

Express your opinion about the article or ask the experts a question to get an answer

Dismissal at the initiative of an employee is the most common reason, if we talk about official statistics. What laws govern this process?

What is voluntary resignation?

According to the legislation of the Russian Federation, all employees must work with registration. A permanent employment contract is usually indefinite. That is, it does not require renewal and is valid until it is terminated for one reason or another.

One of these reasons is the desire of the employee to stop working with this organization. The dismissal process in this case is regulated by paragraph 3 of Article 77 of the Labor Code of the Russian Federation.

To quit, you need to state your desire in writing (in a statement addressed to the head). The document is drawn up in any form. The reason does not need to be indicated, it is enough to indicate the standard wording "of one's own free will."

The law also prescribes the obligation to work for at least 2 weeks from the date of application. If it happens without any conflict with the company's management, this period may be allowed to be replaced by a vacation - in this case, the employee goes to rest, and upon his return immediately draws up a dismissal.

The law allows for the possibility of leaving the company without working off at all (Article 80 of the Labor Code of the Russian Federation).

Voluntary dismissal is the most hassle-free option in all cases, since signing up will not raise any questions at the next job. That is why such a way out is often offered if an employee has violated discipline, corporate standards of conduct, or simply does not cope with his duties.

But sometimes it happens that employees who are objectionable to the authorities are simply forced to leave (sometimes under the threat of being fired under a more unpleasant article, for example, for violation of labor discipline or even for theft). Sometimes, under pressure “on their own”, pregnant employees are forced to write in order not to save a place during the decree. But the signed statement does not mean that the dismissal will take place.

In case there is a difficult situation in the team, the law directly speaks of the possibility of withdrawing the application.

Such an opportunity is provided within 14 calendar days from the date of signing the document.

Without any grounds and explanations, you can submit a new application addressed to the head and thereby withdraw the first one. In this case, the dismissal is cancelled.

What if the employer resists such actions, refuses to accept the application? In this case, there is a way out: the application must be sent by registered mail to the legal address of the organization, and the receipt must be kept.

Sample entry in the work book.

Human Resources is required by law to revoke the original application (resignation) and the employee may continue to work.

Sometimes management, in order to put pressure on subordinates, asks them to write a letter of resignation in advance under article 77, sign and not date. In this case, the boss often threatens to put down the date on his own, forcing employees to take certain actions (for example, overtime work).

Formally, he is right, but in this case it can be proved that the application was written in advance, and the date was put down later. True, for this you will have to go to court. But labor issues are often resolved in favor of former employees.

If the authorities, on the contrary, obstruct the dismissal and refuse to accept the application? Again, mail comes to the rescue: the application is sent by registered mail against signature.

What entry should be in the work book?

It is important to make the correct entry.

If everything goes well and the employee voluntarily wrote a statement, you need to make sure that it is drawn up correctly. This will avoid problems in the future.

The entry should look like this: "terminated at the initiative of the employee, clause 3 of part 1 of article 77 of the Labor Code of the Russian Federation." A common mistake of personnel officers is to indicate article 80 of the Labor Code of the Russian Federation as the basis for dismissal. This is the article that allows you to quit without a two-week working off.

But it regulates precisely this possibility, and the dismissal still occurs under article 77. No other articles in this case should be indicated. In addition, a decryption is also needed: "at the initiative of the employee."

How to correct a mistake in a workbook?

Error correction rules.

Must be filled out very carefully. But the influence of the human factor cannot be excluded, sometimes mistakes happen. It could be:

• wrong date of employment;
• wrong date of dismissal;
• the wrong reason for dismissal is the wrong article of the Labor Code of the Russian Federation or the wrong reason.

All mistakes in the future can turn into problems for the employee, so it is necessary to check the correctness of the work book in your own interests.

For example, if a personnel officer made a mistake in the date of hiring, you can “lose” a month or even a year of experience. When it will be necessary to calculate the pension, the Pension Fund will turn to the work book.

And the incorrectly indicated grounds for dismissal can cause trouble at a new place of work - after all, they are always interested in what reasons led to the dismissal.

If the recruiter made a mistake, you can correct it. For this, there is a corresponding order of the Ministry of Labor - No. 69 of 2003.

Who will fix the error depends on when it was discovered. If immediately, that is, until the moment when the employee goes to serve in a new company, her former employer corrects her.

Strikethroughs are not allowed. Correction occurs by making a new entry. Every action that the personnel department of any organization performs is carried out by drawing up an order.

The number and date of the decision that refutes the previous action (and, accordingly, the entry in the labor record) will need to be indicated in the corrective entry.

But all this applies only to random errors. And if the employee was fired against his will, for example, under article 81 (absenteeism), and the court restored his rights? This is a fairly common practice - courts usually take the side of employees, not companies (unless, of course, they manage to collect evidence of their good faith).

If reinstatement occurs by a court decision, an appropriate entry is made. The previous one (about dismissal) becomes invalid. Please note that it will be indicated that the employee was reinstated at work precisely by a court decision.

So, in the future, the new employer will definitely find out that some kind of unpleasant story has taken place. Perhaps, with a new employment, this fact will not play in favor of the applicant.

From this video you will find out whether payments are due upon dismissal of one's own free will.

Question form, write your

The article describes in detail how to make an entry in the work book about the dismissal of an employee at his own request, in what time frame to make it according to the rules of 2019, and provides a sample of entries for all occasions.

How to make entries in the work book in 2019

The entries in the work book upon dismissal in 2019, a sample of which we will give below, raise many questions from employers. Regulations will help to deal with these issues:

1. Instructions for filling out (approved by the Decree of the Ministry of Health and Social Development of the Russian Federation dated 10.10.2003 No. 69);
2. Rules for maintaining and storing (Decree of the Government of the Russian Federation of April 16, 2003 No. 225).

Second- Abbreviations are not allowed in the work book. However, in records before 2003, abbreviations may still occur. You don't need to fix them.

Third- The entries themselves must be done carefully. In this case, you should use a fountain, gel or ballpoint pen. The ink in them must be light-resistant. Colors are black, blue or purple.

Record of dismissal in the work book

Reflect the entries in the "Information about work" section as follows (sample below):

• column 1 - serial number of the record;
• column 2 - the date of dismissal - this is the last day of the employee's work. And if, for example, an employee took a vacation with subsequent dismissal? Then the last day of his vacation will be the date of dismissal.
• column 3 - the reason for dismissal. Make a link to a paragraph, part of an article of the Labor Code of the Russian Federation;
• column 4 - the date and number of the document on the basis of which the record of dismissal was made.

Grounds for dismissal	Article (paragraph, part) of the Labor Code of the Russian Federation
Employee initiative	paragraph 3 of part 1 of Article 77
Employer initiative	The relevant paragraph of part 1 of article 81
Circumstances beyond the control of the parties	The relevant paragraph of part 1 of Article 83
Agreement of the parties	paragraph 1 of part 1 of Article 77
Contract expiration	paragraph 2 of part 1 of Article 77
Transfer of an employee to work with another employer or transfer to an elective position	point 5 of part 1 of Article 77
Refusal of an employee to continue work in connection with a change in the owner of the organization’s property, a change in its jurisdiction (subordination) or its reorganization	point 6 of part 1 of Article 77
Refusal of the employee to continue work in connection with a change in the terms of the contract determined by the parties	point 7 of part 1 of Article 77
Refusal of an employee to be transferred to another job due to a state of health in accordance with a medical report or the absence of an appropriate job for the employer	point 8 of part 1 of Article 77
Refusal of the employee to transfer to work in another area together with the employer	point 9 of part 1 of Article 77
Violation of the rules for concluding a contract	point 11 of part 1 of article 77

Responsibility for not making entries in the work book

For untimely making an entry in the dismissal book in 2019, administrative liability is provided (Article 5.27 of the Code of Administrative Offenses of the Russian Federation). The fine ranges from 30,000 to 50,000 rubles.

And the employee responsible for maintaining books can also be brought to disciplinary responsibility (parts 1 and 4 of article 5.27 of the Code of Administrative Offenses of the Russian Federation, article 192 of the Labor Code of the Russian Federation).