Notification of the termination of the employee: the rules of registration. Dismissal of the employee on the initiative of the employer

Notification of the termination of an employee is an official personnel document, which is intended to inform the latter of the forthcoming termination of the employment agreement. Under the law, the head must inform the employee in writing of the intention to terminate his official relations with him. If the question relates to reduction, the notice of the employee's dismissal is handed to the latter for signature at least a couple of months before the planned completion date of the employment contract.

Basic

Notification of the dismissal of an employee is considered an official document, in which the manager announces his intention to terminate the service relationship with the employee. As a rule, this happens in the following cases:

- if the probation period is not passed to the subordinates (three days before the contract is concluded);

- in connection with the reduction or liquidation of the enterprise (a couple of months before the beginning of the implementation of these activities);

- before the termination of the agreement with the citizen who performed his official duties under the fixed-term contract (for three days).

Than regulated

The dismissal of an employee on the initiative of the employer is stipulated in Article 81 of the Labor Code. Therefore, termination of the contract with the subordinate must be executed only for the reasons specified in this article, for example, termination of service relations due to staff reduction or liquidation of the organization. In this case, the notice of the employee's dismissal must be handed to the latter personally under the signature for a couple of months before the alleged completion of the employment agreement.

Sample compilation

The notice of the termination of the employee is the most important personnel document, warning the employee about the impending completion of the service relationship. It must be handed to him personally and under the signature in the terms established by the TC. For example, the dismissal of an employee on the initiative of the employer must be lodged in accordance with Art. 81 of the Labor Code. At the same time, a notice on the reduction or liquidation of an organization must be handed to a citizen two months before the commencement of these events. It is composed as follows:

Name of the organization________________

Notification

___________ (date) No. _________

Dear ____________ (personal data of the citizen)!

We inform you that from ______ (date) your post will be reduced. On the basis of Art. 180 TC, we offer all available vacancies ____________ (full list with salary indication).

Employee _____________ (signature and transcript)

Head _____________ (full data and signature)

In addition, we should not forget that this document is compiled only in two identical copies. On one of which a citizen must sign. Nevertheless, it is necessary to warn a person about the impending termination of service relations in other cases prescribed in the Labor Code. For example, before the end of the service relationship or if you do not pass the trial period. This document is prepared as follows:

Name of company_____________

Notification of the termination of an employee (sample)

___________ Date No._____

Dear _________ (citizen data)!

We inform you that the operation of the employment contract No. _____ dated ____ (date) ends ________ (the last day of the performance of official duties). In this connection at the specified time it will be necessary to approach the personnel department for receiving documents and wages.

Head __________

Employee ______________ (full signature and date of receipt of notification)

Here, do not forget that this document is issued and sent to a person three days before the specified date of dismissal. If this does not happen, the operation of the employment contract is extended and it becomes unlimited.

Test not passed

In this case, it should not be forgotten that dismissal on this grounds must be documented without fail. In addition, the period of probation should be specified in the performance contract itself. If it is not provided, then the subsequent dismissal on such grounds is unreasonable. Here it is worth noting that the greatest probation period for subordinates is three months. While for the head and chief accountant, he can be twice as high.

Reduction

This procedure for the termination of service relations with the employee must be formalized in accordance with the strict requirements of Art. 180 of the Labor Code. In addition, on the last day of the official activity of a person who is dismissed due to the reduction in staff, he must be paid all his wages and severance pay.

To our great regret, not all managers are responsible for this procedure responsibly and therefore make big mistakes in the calculations and complete the service relations with violation of the norms of the law. Then the disgruntled subordinate appeals for help to the judicial authorities. In order for this not to happen, the reduction of the employee for the RF LC should be carried out as follows:

- notification of the employee falling under the dismissal (two months before the start of the events);

- the offer to the subordinate of other vacancies that the given manager has at the enterprise;

- delivery of the notice for signature (on the second copy, he must also tick the receipt);

- full payment of all funds on the last day of work (compensation for two months, wages and holidays).

If the chief observes the above algorithm of actions, the subordinate will not have grounds for applying to the judicial authorities for the protection of his rights. In this case, the reduction of the employee of the Labor Code of the Russian Federation will comply with the norms of labor legislation.

Causes

In order to complete service relations with an unwanted subordinate, the employer needs to have powerful arguments to ensure that after his dismissal, the employee does not apply to the judiciary and is not reinstated in the workplace. That is why the procedure for completing the employment contract with a citizen must be formalized in accordance with the norms of the TC. Nevertheless, the reasons for the dismissal of workers can be very diverse: reduction, termination of the organization, termination of the service agreement, not passing the trial period. But each of them must be formalized only in accordance with the norms of the law. If the dismissal of a person must be carried out due to the fact that the period of operation of his service agreement has come to an end, then the head must warn the employee about this three days before the date of termination of service relations.