In order to your family and you lived without special needs and could afford the benefits of civilization, everyone needs to work, every normal person knows about this truth. It happens that for any reason the person leaves his work or even dismissed him, so, the entry in the employment book should be necessary. Let's deal with you in more detail in this matter and find out how such a record is being made and what it is needed for.
Obligation of the dismissal record
It often happens so that the employer himself or the worker decided to stop its cooperation with the organization or some employee, it can occur differently and under different circumstances:
- The employee himself decided to quit from a certain place of work for his personal reasons
- The manual insists on dismissal to employees for certain reasons (there may be a lot of them, therefore, it simply makes no sense).
- Both sides negotiate that the employee is dismissed from the place of work by agreement of the parties, and both. In this case, the contract is dissolved painlessly for everyone, both for the employee himself and for the company. Like everywhere, the smaller the hype will be for such a small occasion, the better it will be for everyone.
It is necessary to immediately note that no matter how dismissal is, for no matter how reason it happens, it is necessarily necessary to arrange correctly. It should be understood that without proper registration of this process, an employee in the future will have a number of questions and problems that, most often, will be solved very difficult, and sometimes it is even impossible.
Let's deal with more about how to write about dismissal in the employment book and how best to do it.
"Right" dismissal
The easiest and right solution in this situation will be the dismissal of the employee by agreement of the two Parties, as mentioned earlier. This is not just an objective phrase, such a process is registered in the Labor Code of the State (each such step at the enterprise should be issued exclusively according to this Code, because in this case it is the law).
This type of dismissal of Article 78 of the aforementioned Code is provided, and it is decrypted as follows:
- The employer with his employee (employee) is terminated by the contract and at the same time agree on any specific conditions. Since the article under consideration of the Labor Code is quite concise, there are no sub-items in it, which means everything is solved on the spot with two persons.
- There is no requirements here, which means the guideling person can terminate at any convenient time for both sides, up to the point that, instantly, that is, right now. All this is negotiated with the employee who decided to quit. It turns out if we speak in simple, then everyone is solved by a lovely, that is, so that both parties are satisfied and not offended in the money plan.
As mentioned earlier, the dismissal of the employee in the underlying conditions can also be made:
- during the passage of practice
- even if the employee is on the hospital (in the event that the employee himself agrees to it)
- during the reduction process at the enterprise
- during pregnancy, workers (only with its permission and agreement)
Decoration of dismissal
Now, when we found out, under what conditions such dismissal is made, it is necessary to deal with how it is necessary to arrange it, because this is the main part of the question under consideration.
I would like to start with the fact that when you need to make dismissal by agreement of both parties, someone should become the initiator of such a process, and report its desire to the other party (if an employee decides to quit, he reports his desire to leadership and, accordingly, on the contrary) . There are two ways to report this desire - orally and, of course, on paper.
Specialists in this area suggest that it is better to do this in writing, then, if necessary, it was possible to prove without any problems who exactly the initiator in this situation. In the circumstances under consideration, it is not necessary to write a standard statement, but usually the traditions in this case are not retreating.
The most important document in the entire situation under consideration is an agreement on termination of the contract (in a mutual order). The legislation of the Russian Federation does not present any special conditions to the agreement under consideration, which is why this document has been drawn up in a fairly derived order, as it will consider the leadership with his employee (which is going to dismiss).
The only condition that must be fulfilled in mandatory procedure is the availability of a written document with all the necessary signatures. In this case, this signatures of the management of the enterprise or production and the dismissed employee. This document, as you understand, is the main one for the correct decoration of dismissal.
The employment record is issued:
- if there is an order about the dismissal (there must be a signature of a disadvantaged employee on it)
- makes such an entry in the book specialist in the personnel department after all the documents are signed, both sides familiar with them and all formalities are passed from beginning to end
It turns out that the record in the employment record is the final stage in the process of dismissal and is mandatory for any circumstances and conditions, until this point, a person is not considered dismissed.
348
