What kind of contract is concluded when registering in the employment contract. Is an entry made in the work book for a fixed-term employment contract? Features of the conclusion of the contract

Labor relations of an urgent nature raise a lot of questions from the heads of enterprises. The article will talk about the possible grounds for concluding such an agreement, how in this situation it is necessary to draw up documents, how to competently release such an employee.

A fixed-term contract is not for everyone.

Agreement on urgent reason can be concluded between the parties if there is no need to cooperate for more than five years. Now let's consider the possible cases for the conclusion of such an agreement:

you cannot conclude a contract of an indefinite nature. This is determined by:

Features of the conditions (absence for any reason of the main contractor, the employee is involved in work uncharacteristic for the activities of the enterprise, the organization was created for a short period of time, reception for the duration of training);
The nature of the work performed (seasonal and temporary, elective position);

by agreement, regardless of the nature, working conditions. Based on the cases described in part 2 of Art. 59 of the Labor Code of the Russian Federation (the number of full-time employees in the organization is less than 35 people, contractual relations with a retired employee, moving to remote areas, urgent work, elimination of an emergency, election of an employee based on the results of a competition, hiring representatives of the creative environment, contracts with heads of enterprises, deputies, employment of full-time students and part-time students).

Registration of an entry in labor and other subtleties of an employee's reception

A job order is issued.

The employer is the person responsible for keeping and recording in one of the most important documents he has recruited natural person... All employees, except for part-time employees, must make an admission mark, they make an exception for the reason that the main place of work for them is another organization.

Even when the contract is concluded for a specific period, the entry is also required.

Preparation of a draft employment contract, which states that the document is urgent, as well as an order for admission;
Signature of the contract, order by the director of the enterprise;
Implementation in the work book. The requirements for numbering the record, fixing the date of the onset of labor relations should be observed. It is mandatory to note: the number of the record, the date of commencement of labor relations, information about the structural unit, position, link to the order;
Recording data on the employee's book in a special book on accounting;
Familiarization of the newly admitted person with all documents related to admission;
Transfer of a copy of the employment contract;
Conducting briefing on.

There is little to say about the process. Although he is a temporary employee, his introduction into the position should be taken as seriously as possible, because he comes to work in the organization for a fairly long period.

If the quality of the adaptation process is low, the company may lose a worthy employee, and recruitment managers will again need to look for a specialist, which can be quite difficult in the urgent nature of the labor relationship.

Therefore, it is necessary to do everything so that the employee adapts as easily as possible and begins to give results. the right level... To do this, you can do the following:

familiarize the newbie with all the necessary documents;
inform about structure, values, corporate culture organizations;
talk about the features of interaction;
provide access to all the information that an employee needs in his work (corporate directory, internal portal, access to accounting programs);
appoint a mentor from among the most experienced and loyal team members;
control the adaptation process and adjust tasks.

Mandatory condition for the termination of an urgent contract

Some employers are greatly mistaken, believing that the dismissal of an employee in this case occurs automatically. becomes indefinite if the parties have not taken certain measures, and the employee fulfills the duties entrusted to him.

The manager must, without fail, keep this issue under control and notify the contractor about the planned completion of the employment contract.

Dismissal at the end of the term of the employment contract

Detailed dismissal procedure.

Let's consider this procedure in detail.

Follows in writing notify the contractor, except for the case when the employee hired under a fixed-term contract replaces the main one. No written notice is needed here. The notice does not have a specific form, but 2 copies must be provided (for the employee and the employer) indicating the date of dismissal;
Signing of the notice by the CEO / President of the company;
The document is registered with the obligatory assignment of a number to it;
Written familiarization of the employee in three days with the compiled notification, transferring one copy to him. It is recommended to make a note of receipt on the notification of this document an employee;
The notification is filed in a special folder, or attached to a personal file;
Drawing up an order. The document indicates that the employment contract is no longer valid due to the expiration of the term (clause 2, part one of Article 77 of the Labor Code of the Russian Federation) with an indication of the documents that served as the basis (contract, signed notice, employee statement);
sent for signing by the head, and then it should be registered;
Familiarization of the employee with the order (basis - part 2 of article 841 of the Labor Code of the Russian Federation);
Sending an order for storage, a mark of its presence in personal file(you can make a copy and keep it in the personal file of the dismissed employee);
Entering data into the employee's personal card (see order data);
Written familiarization of the employee with all documents on dismissal;
Transfer of information for cash payment to the accounting department;
Entering information about dismissal in labor with obligatory certification by the person responsible for the workflow;
Familiarization of the employee with the mark in work book handing out a document.

The employee must sign for its receipt.

Features of termination of labor relations with certain categories of workers

A contract with a pregnant woman can only be terminated in special cases.

It will initially focus on pregnant women and women who are on parental leave, since motherhood and childhood are under the special protection of the state. Let's figure this out.

With a pregnant woman, you can stop labor Relations in the following situations (part 1 of article 261 of the Labor Code of the Russian Federation):

if a contract was concluded with the pregnant woman before the exit of the main employee;
in the face of liquidation legal entity where the pregnant employee was accommodated;
upon termination of the company.

However, the contract of an urgent nature is extended if the pregnant employee has submitted to the manager an application for an extension of the employment contract and a certificate of pregnancy. Sick leave for pregnancy and childbirth is also drawn up on the basis of legal requirements.

If the date of the end of the employment relationship, indicated in the employment contract, falls on the period of her stay on parental leave, the employee should be fired upon mandatory compliance requirements of the law.

A fixed-term contract with this category of employees cannot be extended, but it is possible to conclude a new one.

The term prescribed in the contract is determined constituent documents, or, alternatively, by agreement of the parties.

The conclusion of an employment relationship may be preceded by a competition or election to a position.

Employment book entry upon termination of the contract

Recording in labor is done according to all the rules.

Let us consider this procedure separately, since it is very important.

The entry is made in the labor document directly on the day of dismissal;
In the information on admission / transfer / dismissal, we prescribe that the contract was terminated due to the expiration of its validity period (clause 2, part one of article 77 Labor Code Russian Federation). We refer to the order, indicating the date;
The person who makes the entry indicates his position, signature, full name;
The document bears the seal of the organization. It is recommended to do this carefully, without touching free lines;
The employee puts his signature on the next line;
This document should be handed over to the employee on the day of dismissal and the employee should be asked to sign in the book for recording the movement of books. This is important, because if the signature is missing, it turns out that the employer left the document with him and this can lead to serious consequences;
If the employee is not present at work on the day of dismissal (the reasons may be completely different) and it is not possible to issue him a book, then the employer is recommended to do the following:

draw up a written notification to the employee that the labor contract with him has been terminated (indicate the grounds - order, notification). It should also be indicated that in order to receive the book, he needs to come to the place where the organization's personnel department is located in order to pick up the document. Also, the employee has the right to send a letter of consent to send a document to the postal address;
further on the same day, it is necessary to inform the employee by sending a compiled notification by mail. Should be sent by registered mail with acknowledgment of receipt to all employee addresses that are known to the employer;
a copy / second copy of the letter must be kept in the personal file.

These measures will help to avoid trouble with the inspection authorities.

What threatens the untimely issuance of a work book

As mentioned above, the document must be handed over to the employee on the last day of his work at the enterprise.

Certain categories of employers believe that non-delivery is a way of manipulating an employee. For example, in jurisprudence there are cases when an employee did not receive a document under the pretext of the need to transfer cases, train again hired employee, help him in mastering business processes, etc. Naturally, it is assumed that the employee must do this on a voluntary basis, without financial support.

This behavior of the manager is not just unethical, it is illegal and when an employee contacts the inspection authorities, the employer will be obliged to pay monetary compensation.

A sample of an entry in a work book.

Is it possible to appeal the termination of such an agreement in court

The likelihood that former employee initiates an appeal to the court, exists, so the manager should carefully follow the procedure for parting with the employee.

So, an employee can do this by submitting the following documents:

statement of claim;
contract (a copy is enough), work book (copy);
a document showing the employee's income level (certificate of salary);
documents that confirm the illegality of the termination of employment.

Thus, we found out under what circumstances an urgent contract should be concluded, how the acceptance and termination of labor relations is formalized, what risks may exist when the contract is terminated incorrectly.

In this video, you will learn about dismissal at the end of the employment contract.

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Many companies, during their work activities, sometimes face the need to hire an employee for short term... According to the law, all relations between the employer and employees (including temporary ones) must be formalized; for this, a contract is concluded between the parties, and the relevant data are entered into the labor law. Let's figure out, when hiring under a fixed-term employment contract, whether an entry is made in the work book.

Of course, we will talk about the duration of the documents. If an open-ended contract does not have a clear term during which it is valid, then certain restrictions are imposed on the fixed-term contract.

First of all, the document must indicate the specific period for which the person is hired, otherwise the agreement immediately changes its type. The expiration of the validity period may be the onset of certain circumstances, for example, the employee's exit from vacation, the end of seasonal work, the onset of a specific date.

A fixed-term contract, according to (), can be concluded at most for 5 years, while the minimum period is not regulated by legislation in any way. Hence, an employer can hire a person for a month, a week, or even one day. In the latter case, he will have to justify his decision, because in such situations it is easier to conclude civil law contracts (work contracts).

Important! Multiple re-registration of an urgent contract, made to perform the same work, is a reason for its retraining into an indefinite one.

When an employment contract is drawn up

By law, any relationship between an employer and an employee must be formalized, in particular through documents. The entry on a fixed-term employment contract in the work book is somewhat different from others, so it is important for employers to know when it is better to conclude time-limited agreements.

When it is impossible to establish a specific term for a business relationship due to the nature of the work or the conditions necessary for its performance. For example, if new employee temporarily replaces the old one during vacation or pregnancy, or the activity is seasonal.
When an employee is sent to work abroad, in this case the maximum term of the contract abroad is 3 years, at the end of this period the document is reissued.
According to the fixed-term contract is signed if the citizen will be engaged in work that goes beyond the standard activities of the employer.
for temporary work must be concluded with those employees who will be engaged in the expansion of production or volume of services.
Also given view agreements are signed with trainees and persons undergoing professional education... Similar requirements are imposed if the employee is sent from the employment service to work on a temporary basis.
One of the most common situations requiring a conclusion fixed-term contract, is the implementation of labor activity without regard to its nature and conditions. For example, it is issued for citizens applying for a job at a small enterprise of no more than 35 people (for retail number reduced to 20).
A fixed-term agreement can be concluded with pensioners or citizens who, for medical reasons, can only work at a temporary job.
Experts recommend signing fixed-term employment contracts with those who work part-time or study at the institute on a full-time basis.
A time-limited contract is drawn up if the company is located in the Far North or in an area equivalent to it, as well as if employment is associated with moving to a new place of residence.

In general, the list of circumstances, upon the occurrence of which a fixed-term employment contract can be concluded, is not fixed, that is, the employer can conclude it in other unspecified cases, if this does not contradict the legislation of the Russian Federation.

Features of a fixed-term contract

When formalizing a formal relationship with an employee who will work under a fixed-term contract, the employer and accountant must comply with certain conditions. For example, if no one requests the termination of a fixed-term contract after its expiration, and the employee continues to fulfill his duties, then the agreement will automatically become indefinite.

If the conscript is a pregnant woman, then the employer, in the presence of a certificate confirming the position, and a written application from her, must extend the term of the contract until delivery. In this case, the employee, at the request of the management, every three months undertakes to provide an official confirmation of pregnancy.

For urgent workers, you cannot set probation, also upon dismissal, most of them do not receive severance pay... You can only count on compensation if it is provided for in company regulations or federal laws.

If a person is hired for a period of less than 2 months, then with his written consent, he can be involved in extracurricular work on weekends and holidays. Wage for non-working hours is paid in double amount.

Important! According to general rules, an employee who has left for a shift on a holiday or weekend has the right to choose the remuneration format: monetary compensation or an additional day of rest, and for conscripts, the second option is not provided.

Citizens working on a fixed-term contract are granted holidays and compensations (not severance pay) are paid upon dismissal at the rate of two working days per one working month.

Upon termination of a fixed-term contract valid for less than 2 months, the employee must notify management in writing about his departure at least 3 calendar days, the manager should do the same if he plans to liquidate the company or reduce the staff.

Employment record

When an employer accepts a new employee to his staff, then he has obligations regarding the maintenance of his work book (TC). Exceptions are only part-time workers, in their TC records are made on the basis of a written application and at will.

Thus, the recording of labor activity is a mandatory procedure for most workers, regardless of their type of activity.

An entry in the employment contract with a fixed-term employment contract is made in the following order:

At the very beginning, the management of the company issues a hiring order, and it is on this basis that the record will be made.
Instead of the title, the name of the organization is written.
In column 1, the ordinal number of the future mark is put. Please note that the numbering must be continuous.
In column number 2, the date of the beginning of labor activity is recorded.
3 columns - this is direct information about the hiring: it indicates the position of the new employee according to the staffing table.
The details of the order, on the basis of which the citizen was hired, are noted in column 4, it is there that the number and date of signing the document are written.

Important! Entering information into the labor book of an employee working under a fixed-term contract is carried out in the same way as fixing the rest of the employment relationship. No additional data related to the terms of work is not reflected in the document.

Dismissal of an employee working under a fixed-term contract

The procedure for terminating a fixed-term contract has some peculiarities, for example, under certain conditions, the agreement between the employee and the employer can be automatically extended and then the employment relationship will turn into an indefinite one. Such a development of the situation is possible if none of the parties has expressed a desire to terminate cooperation at the end of the contract.

Termination of an employment contract concluded with a conscript must necessarily begin with a written warning to the employee about the completion of the contract. The official notice must be given to the employee at least three days before the end of the term. The only exception is the implementation of labor activity instead of an absent person.

Please note that in the absence of advance notice, a person can only be fired with their consent or on generally accepted grounds.

The moments of termination of labor activity can be the following:

with the usual completion of work, a special act or other supporting document is drawn up;
when replacing another employee, the contract is canceled when he returns to workplace;
if the work is seasonal, then they end with the onset of a certain calendar date or a set temperature value.

The end of employment, as well as hiring under a fixed-term employment contract, is necessarily recorded in the employment words "labor contact was terminated due to the expiration of the term of the employment agreement."

The record must be supported by the signatures of the employee and the employee of the personnel department (manager) and certified by the seal of the organization. The completed document is issued to the dismissed citizen on his last working day.

In certain cases, a fixed-term contract can be terminated earlier than the time specified in it, most often this happens:

by mutual agreement;
at the request of one of the parties to the agreement;
when moving to another organization;
upon refusal further work due to changes in working conditions.

In the work book, the above reasons are reflected in fact, without reference to the contact format.

Employment history - important document for any employee in employment. In this article, you will learn what a fixed-term contract is, its features and differences from a regular employment contract. What information is indicated in the work book with a fixed-term contract and how to correctly make an entry in the work book with a fixed-term contract.

In this article, you will learn:

definition of a fixed-term employment contract and its features;
the difference in the design of a work book with a regular employment contract and an urgent one;
what information must be indicated when registering an employment contract in the case of a fixed-term contract.

How to make an entry in a work book with a fixed-term employment contract

When applying for a job, a potential employee provides many documents, including a work book. It is not enough to indicate in your resume all your merits, because it is difficult to double-check them and the work book is considered the only confirmation of your words. It is a very important document for any employee. It is she who confirms the work experience of the employee and the positions held by him. As a result, it is she who will be the guarantee of your safe retirement.

What is a fixed-term contract and its features

As we have already said, when applying for a job, the personnel department makes an appropriate note about the hiring in the employee's work book. But there are many different types of contracts between employee and employee. It is important to know whether the same marks are made for all types of relationships, if at all.

There is such a type of contract as an urgent one. It differs from the main type of contract in that it is concluded for a short period, as a rule, no more than 5 years.

In some cases, this type of contract is used when hiring a temporary employee to fill a position. For example, if an employee went on maternity leave or is on parental leave. In this case, the exact dates of his return to the workplace and, accordingly, the term of the contract are known.

In most cases, a fixed-term contract is concluded when hiring seasonal workers within the established time frame and the lack of registration under a contract. In this case, the contract must clearly indicate the reason for the temporary nature of the work. On the basis of the contract, an order is issued on behalf of the manager on entering the appropriate record of employment in the work book. The book, in turn, is filled out taking into account that the employee will be hired full-time, and not part-time.

What to write in a work book with a fixed-term employment contract

The fact is that the workflow is a fast-paced business and can always undergo all sorts of changes. For example, the manager may change his mind and want to change the nature of the relationship with the employee, for example, move him to a permanent basis. In addition, the employee himself may decide to quit early. In such cases, the date of dismissal indicated at the time of admission will be considered not relevant.

In the event that from the very beginning it becomes clear that the employee will be dismissed on time, the corresponding entry in the work book should be indicated on the basis of legislation. Registration must be made within the first 5 days from the date of employment.

So, as we said before, you first need to conclude an agreement with an employee. On the basis of it, an order is already being issued to enter an entry in the work book. Moreover, the order does not indicate the urgent nature of the contract.

Any entry into the TC is regulated by internal regulatory documents... Since the instructions for filling out the TC do not contain any rules related to fixed-term contracts, this suggests that the records of the admission of urgent employees are no different from those who are accepted on an ongoing basis.

Samples of entries in the work book for a fixed-term employment contract

So, when it comes to writing in a work book, you will need to take into account some of the subtleties in the design:

first of all, the column with a serial number is filled;
the date of the employee's hiring in Arabic numerals. The graph is specially divided into three parts so that you can indicate the dates and months in two numbers, and the year in four;
the fact of hiring is indicated with an indication of the position and the name of the unit;
a link to the order for employment is indicated, on the basis of which this entry is made. Full details of the fixed-term employment contract without indicating that the contract is urgent. In addition, the number and date of issue of the order are indicated;
the record is endorsed by the responsible person using the signature with the decoding of the responsible person; Moreover, when specifying information on admission to work, the seal is not put.

In case of dismissal of an employee, an order must be issued in the same way as during admission, indicating the date and reason for dismissal. But in this case, it is indicated that the employee is dismissed on the basis of the expiration of the contract.

In this case, the work book indicates the date corresponding to the end date of the contract under the fixed-term contract and order. Then the information about the dismissal is indicated. All other records correspond to the admission records, differing only in that all these records are still confirmed by the organization's stamp. At this moment, the employee's activity is considered completed.

It is important that the work book must be issued on the last working day against the signature of the employee.

Employees hired by order for a certain period, in general, have all the same rights and obligations. This also applies to the maintenance of documents. The drawing up of the order and the entry in the work book should be carried out according to general rules, for example, when a fixed-term employment contract is terminated.

Dismissal order

For registration, the T-8 form is usually used. Fields are filled in it:

employer (full or abbreviated name);
Document Number;
Date of preparation;
date of signing and number of the employment contract;
day of dismissal;
information about the employee (name, number, place of work, position);
grounds for termination of the contract;
reference to the TC, in accordance with which the dismissal occurs;
signatures of the executive and the person to be dismissed.

The approved order is the basis document for the calculation of all payments due to the employee. The grounds for terminating an employment contract may be different, depending on who was the initiator of the dismissal:

by agreement of the parties
at will
upon expiration of a fixed-term contract
for violation of labor discipline, etc.

Are there markings?

According to Article 58 of the Labor Code of the Russian Federation fixed-term employment contracts are concluded for up to five years. The next rule of the code sets out the reasons why it can be drawn up. It is important that there is a real basis that does not allow concluding an open-ended contract.

Depending on the nature of the work and the personality of the employee, different periods are established by law. However, it must be at least two months old. This period is prescribed mainly for seasonal work.

However, it is impractical to hire an employee for such a short time, therefore, hiring and dismissal records are usually not made. Although it provides that the records are made at the request of the employee.

When a person is hired to fill a position, the period of work can be up to several years. For example, the absence of the main employee due to pregnancy and childcare sometimes reaches more than three years. In such cases, registration is already required.

The situation is the same with specialists elected by competition for a term of up to five years. Here the storage of the book and the implementation of all the necessary records is required.

In accordance with generally accepted rules and regulations, appointment and removal from office are recorded:

for seasonal work (less than three months) - at the initiative of the employee;
when replacing for a period maternity leave- necessarily;
upon appointment as a result of a competition - also mandatory.

The procedure for registering entries in the work book is insignificant compared to indefinite employment. In this case, the employer must take into account both them and special rules Chapter 13 of the Labor Code of the Russian Federation.

In general, the designation mark is absolutely identical. But the record of the termination of the contract implies special grounds for the termination of employment. All other provisions, for example, on rewarding, are unified, therefore, do not imply any differentiation depending on the category of the employee.

Grounds for Record of Dismissal

Dismissal temporary worker governed by the provisions of the treaty, which expires on the specified date. It is not always established accurately: it may be associated with the onset of an event (the exit of the main employee).

Early dismissal of an employee at a temporary job is also acceptable. A closed list of grounds for an employer is listed in article 81 of the Labor Code of the Russian Federation. If the employee himself wants to terminate the legal relationship ahead of time, he can do it without giving reasons.

The most common causes early termination agreements are:

mutual agreement;
initiative of one of the parties;
transfer to another place of work;
refusal of further cooperation due to cardinal changes in working conditions, change of leadership.

Such situations, in principle, do not affect entries in the work book. And the wording will correspond to the actual reason for the termination of the contract.

Before filling out the work book, the employer draws up a dismissal order. The date in it coincides with the information that is entered in the document. If a person replacing the main employee was accepted for the position, then “in connection with the release of I.P. Petrov” is prescribed as the reason. Accordingly, the day of departure of the deputy indicates the previous one regarding the acceptance of the main employee.

What a resignation note looks like

According to the regulations, the name of the place of work is not indicated, since it is spelled out in the previous entry. The sequence number of the record is immediately put down. In accordance with the order of dismissal, a similar dismissal date is written - the last day of work.

In the column with information about the work, it is necessary to note only the basic wording, which reflects the norms of termination labor relations within the framework of a fixed-term contract. Accordingly, the phrase may be as follows: “Fired due to the termination of the employment contract ...” Then a reference to the norms of the Labor Code is mandatory (for example, based on clause 2 of part 1 of article 77 of the Labor Code). Abbreviations in the name of legislative acts, for example, the Labor Code of the Russian Federation, are prohibited.

When termination occurs before the expiration of the contract, other clauses related to the initiative on the part of the employee or employer must be indicated. The grounds for dismissal at the request of the employee are specified in Article 80, the employer - Art. 81.

In the latter case, the changes are in no way different from those made with respect to permanent workers. After the entry is made, you must put down one of the confirmation options:

employer visa;
a visa of an authorized person.

In both cases, the surname, initials and position of the person filling out the book are indicated. In addition, when the document is handed over to the employee, the line below is signed by the person who hands it over.

Affixing a seal

As a result of the certification of the information entered before, the authorized employee puts the seal of the organization. As a rule, a round seal is used, and its replacement with a personnel one is not allowed.

The location must comply with the basic standards provided for by GOST:

horizontally - in the center of the sheet;
vertically - two lines below the employer's signature.

A fully completed document is handed out personally to the temporary worker. And information about the transfer is entered in the issuance journal under the signature of both the owner of the work record book and the person in charge.

Thus, the entry of information on the employment and dismissal of a temporary worker must comply not only with the basic rules for filling out a work book, but also with the nuances provided for by law. Particular attention should be paid to the reasons for dismissal, which are listed in Chapter 13 of the Labor Code (arts. 80-81).

The work record book is one of the most important labor documents... Therefore, all records of the work and achievements of the employee must be entered into it. Even if a fixed-term employment contract is concluded with an employee, an entry in the work book must be made. In the article, we will consider how an entry is made in a labor contract with a fixed-term employment contract and what features should be taken into account in this case.

What is an entry in a work book for?

Fixed-term contract

As noted above, when an employee takes a job, personnel service a record of employment is made in his work book. In this case, an employment contract is concluded with the employee. However, the type of the concluded contract may be different. For example, it can be urgent or indefinite. This means that it should be understood whether the entries in the work books will differ at the conclusion different kind labor contracts.

Important! A fixed-term employment contract is an agreement between an employee and an employer, which is concluded for a fairly short period. Usually the term of such an agreement does not exceed 5 years.

A fixed-term contract can be applied when hiring a temporary employee for the period of replacement of an absent employee. For example, an employee is on bir or childcare leave. In this case, the employer knows the timing of the return of the main employee, therefore, can determine the term of the employment contract.

In addition, fixed-term contracts are also concluded upon admission seasonal workers for a certain period of time. In this case, the reason for this nature of the work is clearly stated in the contract. An order for hiring and making an entry in a work book is issued on the basis of a contract. Labor is filled out taking into account the fact that the employee is not hired part-time, but full-time.

Employment registration for a fixed-term employment contract

V labor process various changes may occur over time. For example, management may decide to change the nature of the employee relationship. For example, offer an employee to outweigh a permanent job.

The opposite situation may also arise, when the employee himself wants to quit before the end of the period specified in his fixed-term employment contract. In this case, the date of dismissal that was set upon hiring will no longer be relevant.

If, already during employment, it becomes clear that the employee will be dismissed within a certain period, then the corresponding entry is entered in the work book. Moreover, this must be done within 5 days from the moment the employee is hired. Thus, the procedure will be as follows. First, a fixed-term employment contract is concluded with the employee. On the basis of this agreement, the manager issues an order on making an entry in the work book. At the same time, it should be remembered that the order does not indicate that a fixed-term employment contract has been concluded with the employee.

Sample entry in the work book

When filling out a work book, the employer should take into account some of the design features:

the first column must contain the ordinal number of the record;
the date of employment is entered in Arabic numerals (this column is divided into 3 parts, so that you can separately indicate the day, month and year of admission);
when making a record of employment, the position is indicated, as well as the name structural unit, in which the employee is accepted;
then the details of the order for employment are entered, on the basis of which the record is indicated (write down the date and number of the fixed-term employment contract, but the fact that the urgent contract is not indicated);
the entry is endorsed by the person in charge, who signs and decrypts it.

Important! There is no need to put a stamp when making a job record.

Employment record of dismissal

When an employee is dismissed, as well as when he is hired, an order must be issued. The order indicates the date, as well as the reason for the employee's dismissal. In our case, an urgent employee is dismissed due to the fact that the contract has expired.

When making an entry in the work book, you should put a date that corresponds to the date specified in the fixed-term employment contract and in the order of dismissal. After that, information about the dismissal is entered. The rest of the entries in the book correspond to those that were entered when hiring. The main difference will be that when a resignation record is made, the employing company stamp is stamped. This is a confirmation that labor activity employee in this company is completed.

Important! The work book should be issued to the employee on the day of dismissal (the last working day) against signature.

Conclusion

Thus, even if a fixed-term employment contract is concluded with an employee, this is not a reason for not making an entry in the work book. Moreover, the entry in the labor book will in no way indicate that the employee is working on a fixed-term agreement. That is, a record is made in the same way as a record of the admission of an employee n, accepted indefinitely.