Labor book is an important document containing human work information. Care from the current place of work is necessarily accompanied by an appropriate record of the employee's dismissal, indicating the reason for the termination of labor relations. How to make such a record correctly - read further.
Procedure for registration and issuance of the document
A document reflecting the labor relationship between man and an organization or an individual entrepreneur is issued on the last day of the employee at work.
When issuing an employment record at the stage of dismissal, the personnel counters (or accountant) puts signature to:
- actually an employment book (with mandatory decoding);
- "Book of accounting for labor books";
- personal employee card.
In the employment record of the already dismissed employee, the recorded record should be fastened not only by the signature of the personnel or accountant, but also the visa of the head of the enterprise or an individual entrepreneur. Also, the entry is "fixed" in the presence of such.
Filling the document
Workers of the Labor Book are presented in the form of a table with four graphs.
- 1 graph contains data on the sequence number of the introductory record. Note - within the document there is an end-to-end numbering, that is, the consistent increase of the result from the number 1 of the first record in the book.
- 2 graph includes 3 columns for the lift date. Year must be specified in a four-digit format (for example, 2019).
- 3 graph reveals the reason for creating the current entry - the reception, dismissal, translation of the employee. In the case of creating a record due to the termination of labor relations, the reason for dismissal with reference to the relevant article and the specific point of the Labor Code of the Russian Federation is also indicated. It is worth noting that the formulation that contributes to the labor book must accurately comply with the formulation of the article of the Code.
- 4 Count reflects the requisites of the order (date and number) on the termination of labor relations between the employee and the organization or IP.
Causes of dismissal
Consider the procedure for filling the book for the most common reasons for dismissal - at their own request, by agreement of the parties, on translation, on the initiative of the employer.
Dismissal
This wording is most often found in workers' employment records. The employee's own desire and initiative are identical concepts, therefore, a record is allowed in the form of "termination of an employment contract on the initiative of the employee". This kind of cause is fixed in paragraph 3 of Part 1 of Art. 77 of the Labor Code of the Russian Federation, which also must be specified in the record of dismissal.
Dismissal at the initiative of the employer
After making this kind of entry, it should be further clarification - the reason that prompted the employer to break the labor relations are indicated. A complete list of such grounds (as respectful to the employee and not very) contains 81 tbsp. TK RF. Depending on the identified cause, the personnel or accountant specifies the corresponding item (part) of this article.
Dismissal on translation
Translation may have both internal character (within this organization or IP) and external. In the second case, the employee begins labor cooperation with another organization. The termination of the employment contract in connection with the translation admits paragraph 5 of Part 1 of Art. 77 TK RF.
Dismissal by agreement of the parties
If care from the current work activity occurs by the mutual consent of the employer and the employee, it is possible to terminate the employment contract by agreement of the parties. In this case, the need for t. N "Working" is missing. The recording "Dismissal by Agreement of the Parties" is accompanied by a reference to 1 p. 1 h. 77 of Art. TK RF.
A complete list of articles, in accordance with which labor relations between the employee and his employer can be terminated, reflected in the Labor Code of the Russian Federation. When making an order of dismissal, as well as the subsequent making of the appropriate entry into the employment record, be sure to familiarize yourself with the proper wording of the selected cause of dismissal. The incorrect filling of labor books entails both disciplinary and administrative responsibility.
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