The procedure for dismissal at the employee's own request - reasons, sample application and calculation procedure. Examples of wording in the summary of the reasons for dismissal from the previous job

Even if you do not indicate in your resume the reasons for dismissal from the previous place, then this may be asked at the interview. Therefore, the answer to this question must be thought out in advance. You can also see an example: the reasons for leaving a job for a resume may be suitable for several positions at once.

Possible options

Speaking about the reasons for dismissal, it is desirable to be extremely frank. After all, the future employer may think that you were simply asked to leave "in an amicable way." Some of the most common formulations that applicants indicate are the following:

due to circumstances;
did not agree with the leadership;
low wages;
due to downsizing;
problems in the team.

But such descriptions make it impossible for the recruiter to understand why this person decided to quit. Therefore, the reason for dismissal in the resume should be more specific:

there is no opportunity for career growth in the company due to the specifics of production;
I want to study new areas of activity, there are no opportunities for professional growth at the old place of work;
my ideas to increase labor productivity did not find a response, further work began to take place in conditions of misunderstanding;
mass layoffs, closure of the department in which he worked, complete liquidation of the enterprise, reduction in position due to a change in the specifics of the company's work;
despite the pleasant general atmosphere, the work did not live up to my expectations, although it was interesting.

But keep in mind, if you quit with a scandal, then the future employer can find out by making just 1 call. Therefore, you should not take any example from the proposed options, it is better to wait for the interview and try to explain everything orally.

Change of activity

Sometimes applicants want to radically change the scope of their work or change the specifics. In this case, it is better to formulate the reasons for dismissal as follows.

I want to change direction. The company I currently work for is purely a trade company, and I would like to try to apply my knowledge in production.
Change in the type of work, team, direction of the company. Engaging in the same business for 10 years, even with a gradual expansion of responsibilities, leads to the automatic fulfillment of the assigned functions. Because of this, there are no prospects for professional and personal development.
Professional and career growth. At the current place of employment, there is no prospect of changing the direction of activity and career opportunities.
Expansion of professional responsibilities. I want to apply my experience, skills and knowledge not as a narrow specialist, but as a generalist.

Perhaps the recruiter will want to clarify and ask you to tell, for example, what professional duties you have grown beyond.

Forbidden moves

There are a number of reasons that are best left out of your resume. Of course, when talking at an interview, you will have to remember this. But in a conversation you will always have the opportunity to say that you understood your mistakes and drew conclusions.

The following should not be listed as reasons for dismissal:

did not agree in character with colleagues;
did not meet the requirements of the management;
unable to work with unpleasant people;
the company requires regular refresher courses;
uncomfortable working conditions, irregular working hours;
lack of opportunities for wage growth;
I have not worked in the same company for more than 3 years;
the company hides from taxes and pays wages “in envelopes”;
dismissal due to the end of the probationary period;
I was laid off, although I am a good specialist;
The crisis in the country was the reason for my dismissal.

Of course, these are likely to be the real reasons for your departure. But the employer will see at the same time a conflicting person who cannot take root in the team, does not deserve a salary increase, is too picky and can give out trade secrets.

Basic Rules

Before you figure out what to write in a resume about the reasons for dismissal, think about whether this is necessary in your case. As a rule, this question is asked at the interview, where you can talk in detail about what made you look for a new job.

If you change jobs every year, the recruiter may consider you a “flyer” and not even invite you for an interview.

In this case, you can specify:

I have diverse experience in many areas, which allows me to quickly adapt and delve into the specifics of the work;
the Angelica company was liquidated;
the commercial department of the company "Aura" was closed due to the reorganization of production.

In some cases, many entries in the labor record appear not because of the employee’s restlessness, but because of changes in the company’s form of ownership. In this case, you can not indicate the reasons for dismissal, but in the work experience column, do this:

This wording shows that you remained loyal to the company for 5 years and, despite the reorganization, you were not reduced, not fired, but even promoted.

It is worth thinking several times if you want to indicate that, for example, you are leaving due to:

inconvenient work schedule;
bad location of the company;
too high workload per employee;
management's refusal to listen to your initiative proposals;
trying to get you to do more than you think is necessary.

Most of these reasons can be said in face-to-face interviews. But a more detailed answer is needed. For example, it might sound like this:

The company switched from 8 to 12 hours of operation. These working conditions do not suit me, so I am looking for a new place.

The company moved to a new location in the other end of the city, the road to work one way takes almost 2 hours. Due to frequent traffic jams, I began to periodically fail to be in time for the beginning of the working day.

My proposals for the transition to computerized accounting caused criticism from the management. They decided that I didn't want to optimize the process and reduce the time to process receipts, but I was looking for an opportunity to lighten my duties and waste the company's money.

But to paint all these nuances in the resume is not worth it. This will only distract the recruiter from your experience and show that you know how to highlight the main thing. Therefore, it is better to leave all explanations for the interview. In this document, it is better to indicate the reasons only in the event of a mass layoff, the closure of your department, or the complete liquidation of the enterprise.

Possible options

due to circumstances;
did not agree with the leadership;
low wages;
due to downsizing;
problems in the team.

But such descriptions make it impossible for the recruiter to understand why this person decided to quit. Therefore, the reason for dismissal in the resume should be more specific:

there is no opportunity for career growth in the company due to the specifics of production;
I want to study new areas of activity, there are no opportunities for professional growth at the old place of work;
my ideas to increase labor productivity did not find a response, further work began to take place in conditions of misunderstanding;
mass layoffs, closure of the department in which he worked, complete liquidation of the enterprise, reduction in position due to a change in the specifics of the company's work;
despite the pleasant general atmosphere, the work did not live up to my expectations, although it was interesting.

Change of activity

Sometimes applicants want to radically change the scope of their work or change the specifics. In this case, it is better to formulate the reasons for dismissal as follows.

I want to change direction. The company I currently work for is purely a trade company, and I would like to try to apply my knowledge in production.
Change in the type of work, team, direction of the company. Engaging in the same business for 10 years, even with a gradual expansion of responsibilities, leads to the automatic fulfillment of the assigned functions. Because of this, there are no prospects for professional and personal development.
Professional and career growth. At the current place of employment, there is no prospect of changing the direction of activity and career opportunities.
Expansion of professional responsibilities. I want to apply my experience, skills and knowledge not as a narrow specialist, but as a generalist.

Perhaps the recruiter will want to clarify and ask you to tell, for example, what professional duties you have grown beyond.

Forbidden moves

The following should not be listed as reasons for dismissal:

did not agree in character with colleagues;
did not meet the requirements of the management;
unable to work with unpleasant people;
the company requires regular refresher courses;
uncomfortable working conditions, irregular working hours;
lack of opportunities for wage growth;
I have not worked in the same company for more than 3 years;
the company hides from taxes and pays wages “in envelopes”;
dismissal due to the end of the probationary period;
I was laid off, although I am a good specialist;
The crisis in the country was the reason for my dismissal.

Basic Rules

If you change jobs every year, the recruiter may consider you a “flyer” and not even invite you for an interview.

In this case, you can specify:

I have diverse experience in many areas, which allows me to quickly adapt and delve into the specifics of the work;
the Angelica company was liquidated;
the commercial department of the company "Aura" was closed due to the reorganization of production.

Leading Manager, PKF Glad

Reasons for leaving a previous job: what to say at an interview and write in a resume

Dismissal: what reason to indicate?

It is rare to meet a person who has worked all his life at one place of work, without changing anything in his life until retirement. Much more often there are people who often and regularly change their occupation or organization. At the same time, the reason for dismissal from a previous job can say a lot about a person and his attitude to life. This question is often asked at interviews and is often mentioned in resumes.

It is believed that by answering the question about the reasons for dismissal, one can add up not only a psychological portrait of a person, but also understand whether he can work in the next company. To some extent, this point of view is true, but there are situations that the employee can neither foresee nor prevent.

The main reasons for changing jobs

Reasons for changing jobs

The most common objective reason for dismissal from a previous job is low wages. In the conditions of constant competition, firms and organizations are trying to hire good qualified specialists, so they can lure a high salary. And man is a creature that is always looking for where it will be better for him.

But there is one caveat. If an employee quits due to low pay. he must move to another place of work. Even with little money. going "to nowhere" is stupid and unreasonable.

Another common option for making a decision to dismiss is the lack of opportunities for further growth, both professional and career. Young professionals who are ready to adapt to changing business and production conditions want to know more, do more and grow in their profession. If the organization does not have such an opportunity, an ambitious and purposeful employee has the right to look for a better job with prospects.

Other top reasons for leaving include:

Misunderstandings with the leader or team. The human factor often affects even business relationships, so it becomes uncomfortable for individual employees to work in this atmosphere. But here the actual question is whose fault the misunderstanding occurred.
Moving to another area of the city or beyond. A change of residence is often accompanied by a change of job. especially if the current company cannot offer options to compensate for such an inconvenience: paying for transport, changing work schedules, increasing salaries.
Changes in the nature of work. For example, adding new responsibilities without increasing pay or changing schedules. In modern conditions, the absence of change is impossible, but it must always be accompanied by additional circumstances and actions. And when this does not happen, a person may begin to look for other uses for his skills and abilities.
Reducing the workplace. This reason does not depend on the employee, and even often does not depend on the employer himself. But if the organization is downsizing. even valuable and significant employees can be without work.

There are also many other reasons why a person leaves a previous job and looks for another, but they are less common.

A special group are the reasons when the dismissal occurs at the initiative of the management: incompetence, violation of discipline, offenses committed in the course of activity. If an appropriate entry is made in the employee's work book, it will be more difficult to find a good job later.

Thus, the reasons for dismissal from a previous job can be completely different, and they should be told during further interviews, but how exactly to submit information is a serious issue. To communicate with an HR specialist in a potential company, you need to prepare.

How to answer interview questions about a previous layoff

Employees of the personnel department of the company where a person has to get a job, be sure to ask about the reasons for dismissal from the previous job. Especially if the entry in the work book is concise and can say little about the real prerequisites for dismissal.

In order to feel confident at the interview and correctly answer all the questions, you should remember two simple rules:

You need to speak the truth. In the recruitment department, there are specialists and professionals in their field who ask a lot of questions and draw a conclusion based on all the information received. So it's hard to hide anything. And if it works out, the employee of the personnel department will see that the applicant is hiding something. In this regard, there is a second rule.
The truth can be told in different ways. When answering questions about being fired from a previous job, the truth must be presented in a favorable light for yourself. Often this is not difficult. If the reason for the dismissal is low salary or lack of opportunity for further growth, the person shows himself on the good side in his desire to achieve something more. But if there was a conflict at the previous place of work, you will have to think about how best to explain this.

Read also: Application to the labor inspectorate on non-payment of the calculation upon dismissal

The manager who conducts the interview, on the basis of any story or explanation, draws conclusions about the character of the person and the possibility of his further infusion into the new team. The first stage of any interview is to determine the psychological and moral fit of the new company, potential leader and colleagues. Only after that will the test of professional skills and knowledge begin. Although it may not start if the first stage is not completed. It is easier and more profitable for an organization to hire an inexperienced newcomer and train him, who at the same time will be loyal, purposeful, flexible and sociable, than a conflicting and principled professional.

Thus, communication with an HR specialist should be as sincere and frank as possible, but it is important to prepare for questions and think carefully about the wording of your own thoughts. Especially if the advertised vacancy is the desired position for the applicant.

What to write in a resume about the reasons for dismissal

Reason for leaving on resume

A completed resume is the first and most important opportunity to interest the employer in your candidacy. Therefore, applicants think carefully about the information that is placed in the resume. Sometimes it is better not to indicate the reasons for dismissal from a previous job at all, waiting for an interview and then taking the opportunity to explain everything in person.

On the other hand, according to this information in the resume, a specialist in the personnel department can also draw certain conclusions, so sometimes these reasons can still be voiced. However, here in the formulations and explanations one must be even more careful and cautious. After all, if at a personal interview you can explain everything for a long time and clearly, adding emotions, facial expressions and personal charm to your words, then there is no such possibility on a piece of paper. And each person can perceive the same text in different ways.

The most loyal and streamlined formulations of the reasons for dismissal from a previous job can be called:

The impossibility of further growth and advancement, when I feel that I can do more.
A low level of salary, which does not depend on the performance of my work, and which I cannot influence by my actions.
My ideas and suggestions do not find a response from the management, and further communication takes place with a hint of misunderstanding.
A complete discrepancy between the working conditions and my skills, abilities and specialization, which is why I cannot reach my full potential.
Mass layoffs, termination of the company.

An explanation of these reasons and taking into account other information indicated by the applicant in the resume will give the HR officer full information to continue further communication about filling the vacancy or, conversely, that there is no need to waste time on an interview if the person is obviously not suitable.

The reason for leaving a previous job is an important issue when looking for a new kind of activity. However, this is a simple question if you prepare for it and correctly formulate your own thoughts and judgments.

If you find an error, please highlight a piece of text and click Ctrl+Enter .

Reason for leaving is on resume. What to write in the column "Reason for dismissal"

October 28, 2014

An applicant who is looking for a job must first of all think about his resume. After all, this document is a business card, which briefly and clearly describes the positions held, previous jobs, existing skills and merits.

What is a resume?

To attract the attention of a personnel officer or manager, it is important to write a resume correctly. To do this, you should exclude the presence of common mistakes made when writing it. In addition, the reason for dismissal in the resume must be described correctly enough so as not to arouse the increased interest of the employer.

CV mistakes

1. Grammar and stylistic errors are simply unacceptable in a resume. This is because a document with such shortcomings is usually not read to the end, and even more often it is simply thrown into the trash. After all, the literacy of a new employee of the company is a rather important point.

2. Text should be formatted and easy to read. A document that does not have paragraphs, clarifications and highlights is difficult to perceive. That is why it is necessary to use bold selections, as well as underlining in paragraphs and headings. Decorations with markers, the use of a different font are unacceptable, because a resume is first and foremost an official document.

3. Today on the Internet you can find a resume, an example of which will serve as a good template for the applicant. It is important to consider that it is impossible to write completely under a carbon copy. First of all, the profile must be unique.

4. When writing information about previous jobs, you must correctly indicate the start date of the activity, its end, as well as the reasons for dismissal of one's own free will. This is because the vagueness of such information will indicate the lack of assembly of the applicant.

5. Your business card should indicate the purpose of its compilation. The answer to this question should be based on the structure of the resume. Even if several professions are considered in different companies, it is necessary to draw up a separate document for each vacancy.

6. A resume that has a lot of unnecessary information about the personal life, hobbies, hobbies and habits of the applicant looks overloaded. Therefore, such a mistake simply cannot be allowed.

Is the accuracy of the information important?

When presenting information about himself, the applicant must avoid lying. After all, information about a person is checked by security services. That is why it makes no sense to appropriate non-existent experience or skills, as well as to distort the data regarding the date of birth, last name, marital status. Especially important is the reason for dismissal in the resume, to which personnel officers often turn their attention. It requires reliable information presented by the applicant in the right way. It is about this that it is important to talk in more detail.

Reasons for leaving: what not to talk about

For many applicants, the important question is what to write in the reason for dismissal. It is important to understand here that it is impossible to get away from a direct answer. The phrase "Due to the circumstances" is sure to arouse suspicion. The personnel officer or employer may assume the worst. Therefore, the answer for the resume and further interview must be prepared in advance.

The most common variant of the reason for changing jobs offered by the applicant to the personnel officer is the circumstances caused by the crisis. Upon receipt by the employer of certain information about the applicant, he will conclude that he is facing an irresponsible person. In addition, during a crisis, companies are freed from ballast, so the value of such an employee will be in question.

Major Mistakes

A big disadvantage of the applicant will be criticism directed at the previous employer. It does not matter that it is well deserved, because the interviewer will draw his own conclusions about the incorrectness and disloyalty of such an employee to his superiors. Such specialists are practically not in demand, so there may be big problems with employment.

In addition, referring to the low level of wages is undesirable. Otherwise, the employer will decide that the applicant is only interested in money.

Moreover, it would be a huge mistake to talk about dismissal without explaining the reasons. This can raise a lot of questions, as well as unnecessary suspicions regarding the applicant.

How to answer the question about the reason for dismissal

An applicant for a vacant position, answering a question about his dismissal, must show his loyalty to the employer. It is important to give the impression of an employee who is interested in the effective operation of the company, who knows how to cope with his own affairs and insist on his opinion.

Of course, we can say that there was no career growth at the previous place of work. It is important for the applicant, as a professional, to find himself in a company where he can work with benefit and use his experience and accumulated knowledge.

It is worth considering that a characterization may be required from the previous place of work. This has become a common practice today, so it’s better to leave without scandals. If you inform a new employer that the line you worked for has closed, you need to be prepared to confirm this information. In addition, getting positive feedback from a previous job is a big plus when applying for a new company.

You can talk about disagreements with the former management about business development and about the decision to disperse amicably. Moreover, it is important to clarify that the reasons for dismissal at the interview will be explained in more detail. In addition, you need to be sure that the former leader will confirm this information. In this case, the reason for dismissal in the resume must be indicated exactly.

Yes, no one forbids coming up with a more convincing reason, but it is worth noting that such information is checked very carefully. Therefore, any lie will immediately come out. At the same time, you may be required to testify from your previous place of work in a new place, where you should be assessed as an employee and specialist as a whole.

When filling out the questionnaire, the reasons for dismissal must be indicated approximately as follows:

1. There was no career growth at the previous job. In this connection, the applicant wants to find a job in the company where you can prove yourself by showing your knowledge.

Read also: Change of surname in the work book after marriage

2. You can think of another reason for dismissal. However, do not forget that your former employer may be asked for information about you. Therefore, it is important to leave work of your own free will without scandals.

After reviewing the resume by the employer, the next step is an interview. It is here that it is important to explain the reasons for your dismissal.

1. When applying for a new job, it is important to give a positive assessment to your former management. You can not show any resentment and talk about all the scandalous moments.

2. The dismissal that occurred after the probationary period can be explained by the failure of the company to fulfill its promises. This may be a lower salary level or the presence of other job responsibilities that are not prescribed in the employment contract.

3. If there were ill-wishers at the previous place of work, then it is worth warning the new management that they did not want to let you go. That is why it will be impossible to get an adequate recommendation.

What if the applicant has worked for one month?

In the event that the applicant has worked for only a month, the reason for dismissal may not be indicated in the resume. When these circumstances are clarified, the situation can be explained by the fact that there has been a reorganization of the company, as a result of which your duties have changed. It can also be said that not all agreements were observed. The main thing is to speak about the former leadership loyally and with restraint.

Entry in the work book

It should be noted that an entry in the work book is preferable, indicating the termination of the contract by agreement of the parties, rather than at will. After all, the first option reports a civilized dismissal. In the second case, the employee could be asked to leave, or the management was confronted with the fact that the employee left the company.

It is important that the reasons for voluntary dismissal or any other information are subsequently explained by the applicant. Otherwise, the employer may have unnecessary questions.

It is necessary to prepare answers in advance regarding your departure from your previous place of work. Otherwise, even if the applicant gets to an interview, and then cannot explain the situation associated with his dismissal, he may simply be refused employment.

Comparison of BLUBOO S1 Frameless Phone and Samsung S8 Previously, BLUBOO compared their BLUBOO S1 frameless phone with Xiao Mi Mix and proved that BLUBOO S1 is an affordable alternative.

15 Cancer Symptoms Women Most Often Ignore Many of the signs of cancer are similar to those of other illnesses or conditions and are often overlooked. Pay attention to your body. If you notice.

Why do you need a tiny pocket on jeans? Everyone knows that there is a tiny pocket on jeans, but few have thought about why it might be needed. Interestingly, it was originally a place for Mt.

What does the shape of your nose say about your personality? Many experts believe that by looking at the nose, you can tell a lot about a person's personality. Therefore, at the first meeting, pay attention to the nose is unfamiliar.

10 Mysterious Photos That Will Shock Long before the advent of the Internet and the masters of Photoshop, the vast majority of photos taken were genuine. Sometimes the pictures got really unbelievable.

Unforgivable Movie Mistakes You Probably Never Noticed There are probably very few people who don't like watching movies. However, even in the best cinema there are errors that the viewer can notice.

What is the best reason for leaving a resume?

I am glad to welcome you, dear friend!

The question from the title arises when you are offered to fill out a resume form, where there is a column on the reasons for dismissals. This does not happen often, however, we will briefly analyze this situation. So, what is the reason for leaving the resume?

No, no judgment

Usually there is no column on the reasons for dismissal in the resume. At least - on the most popular Internet portals. Accordingly, you do not need to write anything.

Similarly, if you are compiling a resume yourself, in a text editor. The reason for the dismissal is not an issue on which you can earn any dividends. Cons - easily, and pluses - hardly.

Therefore, the reasons for your departures should not stick out.

Your job is to think. that you will talk about the reasons for dismissal in a telephone or face-to-face interview. More on this below.

What reason to give?

If there is that rare case when you are offered to fill out a resume template that contains a line about the reasons for dismissal, adhere to the following rules:

Specify those reasons that are in the work book. Nothing more needs to be written. Explain the real reason for layoffs at the interview.
Think about how to explain the real reasons for the dismissal. Leaving at the initiative of the employee (of his own free will) or by agreement of the parties always has an underlying reason.
What to do if there is a “criminal” record in your labor record. For example ". due to an unsatisfactory test result ”.

In this case, there are two options.

a) By default - write as is, see item 1. Try to find a reasonable explanation and state it in your cover letter. Or by phone.

Usually, the appearance of criminal records in a work book is a consequence of a conflict on the one hand, on the other hand, an inability or unwillingness to agree.

Step 1: Present the situation not as a conflict, but as a mutual misunderstanding, which has grown into an emotional plane. Got hot, in short. It happens.

Step 2: State what you learned from this story. You understand that you should have acted more carefully and deliberately, but ... what happened happened. No one is immune from mistakes. You acknowledge them openly and do not try to hide anything.

Your reasonable frankness can compensate for the negative.

b) Write another reason, different from the entry in the labor. For example, by agreement of the parties.

In the expectation that they will not notice or, if they notice, it will be possible to somehow explain why it was not possible to agree and “leave on their own”.

The strategy is risky. It will only work if they don't notice. Which is incredible.

The most unpleasant thing will be when you have passed an interview with a recruiter and a manager, but when applying for a job, the “personnel officer” will pay attention (and he will definitely pay attention) and then there will already be a bummer. You will not be able to explain anything - they will not listen to you.

Think about the real reasons

Drawing up a resume is the time to think about what you will talk about the real reasons for layoffs “on your own” and by agreement of the parties. And you have to speak. This is one of the most popular interview questions.

Doubtful reasons

I understand the desire to tell the truth about my former bosses. Or some other nastiness :). And I know that all and sundry warn applicants against this.

Nevertheless, it often happens that “Ostapov” suffered. It hurt apparently. Alas, it is important to control yourself. It is best not to speak badly of anyone.

Unfulfilled hopes for salary increases and promotions - also push until better times. For there are a dime a dozen people who want to become a boss, and money in the eyes of an employer is not the best incentive to work.
Also, do not talk about overtime, tight schedule, excessive workload. I guess it's redundant to explain why.

good reasons

Barriers to professional growth. At the same time, I recommend thinking about the trajectory of your career, because the question is how you see it. would be a logical next step.
Team change. They appointed a new leader, he drags his people. And they say to you: “Of course, it’s a pity, you are a good worker, but. you yourself understand. ".
Reorganization. The situation should be presented in such a way that the management did not have a choice of whom to invite to stay, and whom to “ask”. Otherwise, the question is logical: are there the best, but you are not among them?

The company is undergoing restructuring. The position that you held (or your entire department, even better) goes into oblivion. Some kind of work is offered for you, but it does not fit in with your professional plans and you leave. Quite civilized. Without scandals of mutual claims.

"Artistic Thought"

The reasons for layoffs are not the case when you need to “cut the truth-womb”.

There is such a thing as “artistic conjecture”. A few from another opera, but also in our case: why not?

You are not lying, but interpreting the situation as you see it.

By the way, recruiters are also well aware that you will often lie :). Therefore, do not forget that your "ex" may be called.

However, calls will not be frequent. Why? The answer is not for this article. Just take my word for it.

In short, light "artistic conjecture" is preferable to the truth among the reasons we have labeled as "doubtful".

When compiling a resume, we write the reasons for dismissals only when the template contains such a column that is required to be filled out.
We write the wording of the reasons for dismissals in the same way as the entries in the work book. Comments in the cover letter and at the interview.
We choose “good” reasons for face-to-face and telephone meetings. We decide what exactly we are going to say.

Let me digress for today. If you have any questions - write in the "contacts" section or in the comments.

Often, the employer threatens to fire a negligent employee under the article, although the term “dismissal under the article” does not legally exist. Any dismissal, in principle, occurs under one or another article of the Labor Code of the Russian Federation, but some articles of the Labor Code may adversely affect the further employment of an employee. Article 81 of the Labor Code clearly defines the reasons why an employer can dismiss an employee.

Now there are fewer of us...

Paragraph 4 of this article states that the head, his deputies and the chief accountant can be fired when the owner of the organization changes. In this situation, only the above persons can be fired. The new owner does not have the right to dismiss ordinary employees under this article.

When an organization is liquidated, everyone is subject to dismissal, this will affect even pregnant women and young mothers.

When reducing the number or state, there are several groups of people who enjoy the exclusive right not to lose their jobs. These people include breadwinners and people with long continuous work experience at a given enterprise, institution, organization.

Mismatch…

Another reason for dismissal is specified in paragraph 3 of Art. 81 of the Labor Code: "Inconsistency of the employee with the position held or work performed due to insufficient qualifications, confirmed by the results of certification."

To identify the incompetence of an employee, a special attestation commission should be created, which, as a rule, includes the deputy director of the organization, a representative of the personnel department and the immediate supervisor of the subject. A special order is issued for its implementation. The subject is given a task that does not go beyond the scope of the job description corresponding to his position. Even if the members of the commission somehow agree among themselves and the task may be obviously impossible, for example, in terms of time, you can write a complaint to the labor inspectorate and challenge the results of the certification in court. A final report is drawn up on the results of certification.

Dismissal is allowed if it is impossible to transfer the employee with his written consent to another job available to the employer. This can be either a vacant position or work corresponding to the qualifications of the employee, or a vacant lower position or lower-paid work that the employee can perform taking into account his state of health. At the same time, the employer is obliged to offer the employee all the vacancies that meet the specified requirements that he has in the given area. The employer is obliged to offer vacancies in other localities, if it is provided for by the collective agreement, agreements, labor contract. In the event that the employee refuses in writing all the proposals made to him, the employer may dismiss him.

Failure…

An employee can also be fired for failure to perform official duties. So, according to paragraph 5 of Art. 81 of the Labor Code of the Russian Federation, the reason for dismissal may be "Repeated non-performance by an employee without good reason of labor duties, if he has a disciplinary sanction."

Failure by the employee must be repeated and without good reason. Moreover, a disciplinary sanction must already be imposed on the employee.

According to Article 192 of the Labor Code of the Russian Federation, a disciplinary act is a failure to perform or improper performance by an employee through his fault of the labor duties assigned to him. Disciplinary action is allowed only in the form of:

remarks, reprimand or dismissals on the appropriate grounds.

To dismiss an employee on the basis of paragraph 5 of Art. 81 of the Labor Code of the Russian Federation, his failure to fulfill his labor duties must be:

a) repeated;

b) without good reason.

If there are good reasons, then the employee must state them in writing. And at the same time, the employee must already have a properly executed disciplinary sanction.

Ivanov, late again!

Another reason for dismissal, as stated in paragraph 6 of Art. 81 of the Labor Code of the Russian Federation, is "A single gross violation by an employee of labor duties."

Absence from the workplace without good reason during the entire working day (shift), regardless of its (her) duration, is considered absenteeism. The most important valid reason is sick leave. If, after returning to work, you do not provide sick leave, then the employer may put you on absenteeism.

If you had other valid circumstances, they must be stated in writing. It is up to management to decide whether your reasons are valid.

If you need to be absent from work, write a statement in duplicate, on which your management puts its resolution “no objection”, date and signature. The first copy is with the authorities, the second is for you.

Delays are different. "A single gross violation is also considered to be absent from the workplace without good reason for more than four hours in a row during the working day (shift)." That is, if you are late for work for an hour, you cannot be fired under this item. However, for repeated delays, a disciplinary sanction can be imposed and subsequently dismissed under paragraph 5 of Art. 81, as for repeated non-fulfillment by an employee without good reason of his labor duties.

Theft and embezzlement

Perhaps the most indisputable reason for dismissals contains subparagraph D, paragraph 6. Art. 81 of the Labor Code of the Russian Federation "Theft at the place of work (including small) property of others, embezzlement, its deliberate destruction or damage, established by a court verdict that has entered into force or a decision of a judge, body, official authorized to consider cases of administrative offenses."

Already from the text of the law it is clear that in order to dismiss an employee on this basis, a court decision or a decision of an authorized official is necessary, that is, an investigation must be carried out. However, in practice, an employee may be asked not to make a fuss, which in different circumstances can affect both the reputation of the employee himself (even if he is not to blame for anything), and the reputation of the organization itself. And here the choice is yours.

Unsuitability

Professional unsuitability is a discrepancy between the professional qualities of an employee of the position held. In other words, if an employee does not cope with his duties, or copes below the average established level, such an employee may be professionally unsuitable for this position. What to do if you were fired for?

Be careful!

In fact, there are many more reasons for dismissing an employee than listed above. A complete list of grounds for dismissal contains Art. 81 of the Labor Code, which you need to know by heart.

The Labor Code also provides that termination of an employment contract at the initiative of the employer may also occur in other cases provided for by the employment contract with the head of the organization and members of the collegial executive body of the organization. And in each case, checks must be carried out on the legality of your dismissal. Thus, before signing an employment contract, carefully study it so as not to receive unexpected "surprises".

What is written in pen...

What to do if, in your opinion, an illegal entry has appeared in the labor? According to Art. 394 of the Labor Code of the Russian Federation, in cases of dismissal without a legal basis or in violation of the established procedure for dismissal, or illegal transfer to another job, the court, at the request of the employee, may decide to recover in favor of the employee monetary compensation for moral damage caused to him by these actions.

Moreover, if the dismissal is recognized by the court as illegal, the employee has the right to ask the court to change the wording of the grounds for dismissal to dismissal of his own free will. In accordance with clause 33 of the Rules for maintaining and storing work books, making blank work books and providing them to employers, approved by Decree of the Government of the Russian Federation of April 16, 2003 N 225, if there is an entry in the work book about dismissal or transfer to another job, recognized as invalid, the employee, upon his written application, is issued a duplicate of the work book at the last place of work, into which all entries made in the work book are transferred, with the exception of the entry declared invalid.

Due to the incredibly frequent requests for help with layoffs, we have compiled TOP 7 important rules especially for applicants - Dismissal under the article. Information was collected during 2013-2015. so that you can confidently communicate with the employer. If we helped you, please express your gratitude in the comments at the bottom of the page. We wish you a peaceful solution to labor issues with employers. And professional success to colleagues HR!

We have prepared more articles for you

Experienced personnel officers say: “There are thousands of employees, but everyone has the same reasons for dismissal.” Indeed, it is not easy to leave the “familiar” place, but life circumstances sometimes leave no choice. Do you want to know why people quit and how to smooth out the unpleasant nuances of this process? Then read on.

Reasons for leaving

Modest wages

One of the most common reasons workers leave is low wages. Various studies have shown that many workers are not satisfied with the level of their income. The dissatisfaction is justified, because in many enterprises wages are either reduced or frozen for an indefinite period. Is it worth it to work for a penny? Many are transferred to a reduced working day, which does not add optimism. The personal incomes of citizens are falling, while the prices of various human needs are rising.
Many are in no hurry to find a similar job, considering it slavery. For them, the way out is to be registered in the employment center and casual part-time jobs. Less money, but more free time.

Lack of career advancement

About 40% of people who quit their jobs believe that the lack of career growth is the main reason for drastic changes for them. This opinion is held by young people who are striving to achieve something in life. They do not take into account that high positions involve great responsibility, and, therefore, constant tension.

Leadership indifference

Among the good reasons for leaving work, it is worth noting the lack of encouragement and praise from management. Employees need the approval and praise of management, even if not supported by material support.
The understanding that a person is valued and valued at work keeps many in positions with rather modest salaries. More and more managers openly demonstrate their disinterest in this or that employee, believing that a holy place is never empty.

Daily boredom and routine

Monotonous work leads to the fact that a person loses interest in it. Everyone strives to work on something exciting and informative, then work turns into pleasure. Some leave their homes for this reason. You can try to find good moments in such work, but you do not need to work through force, there will be no benefit from such an attitude.

Bonuses and social packages

Rather, their absence provokes people to change jobs. Everyone for their work wants to receive not only a salary, but also material incentives. If the desires of workers are ignored, then their productivity will soon come to naught.
Each employee of the enterprise wants to feel socially protected, if the boss does not show minimal concern for his subordinates, makes you think, is it worth working for such a person?

Nervous environment

Constant rush jobs at work are doing their job, is it necessary to worry at such a job? Many come to the conclusion that it is not, and go in search of a more peaceful place, because health is the most important thing.
The psychological situation at many enterprises leaves much to be desired, but people have learned to endure and cope with difficulties on their own. It is good if tense situations happen from time to time. It’s bad if this happens with enviable regularity.

Frequent conflict situations

Many leave their homes due to interpersonal conflicts. The tension at work is not conducive to a productive environment and leads to undesirable consequences.
Quarrels, squabbles and strife undermine the working spirit and poison the life of everyone who is forced to work in such a tense environment. The conflict at work is impossible to win or lose, so it is better to stay away from various skirmishes and claims.

Long road to work

If a person works 8 hours a day and spends several hours on the way home, then there is practically no free time left. Not only he suffers from this, but also the family that needs his attention.
Balance between work and personal life is important. No important aspect of life should be compromised. In addition to dismissal of one's own free will, there are other points that provoke the employer to take such a step.

Good reasons

The employer can present the employee with valid reasons for dismissal:

skipping work
does not meet the requirements for personal and business qualities,
drinking alcoholic beverages during working hours,
breaks the rules,
steals.

In addition to the points mentioned above, it is worth noting the self-will of the leader.

It is impossible to dismiss if the employee is temporarily unable to work, due to pregnancy, illness, or is on maternity leave.

Wrongful dismissal

You need to figure out what types of dismissal are illegal. Approximately 50% of workers face such a violation. Often an employee claims that he wrote a statement of his own free will, being under pressure. In this case, it is difficult to prove the opposite, and everyone remains to his own.

A person can file a complaint to protect his rights to the labor inspectorate at the place of work. Such complaints are considered within a month. You can apply to the prosecutor's office or to the court at the location of the organization.

It also happens

No one is immune from sudden blows of fate, dismissal is a kind of shock for a person who has worked tirelessly.

It happens that even the most responsible and competent workers are fired in order to take their place in relatives, friends, and so on. You can avoid this, prove yourself so well that the boss does not even think about the possible replacement of such a valuable employee.

Power is changing

For example, big changes are coming, the old leadership has been replaced by a new one, and with employees with whom they have developed a trusting relationship. What to do?
Be quirky, talk to the new boss, show your skills and demonstrate professionalism. Stay active and you might be able to keep your seat.

There are situations when professionalism plays against you. It is strange if a person with great experience and high professionalism is fired, while the company has less experienced specialists. The reason lies in the fact that the boss is confused by your work experience, existing skills. Working with such a leader is difficult, even if you prove the illegality of his actions. Take this lesson for granted and turn it to your advantage by starting a new page in your life.

Warning from superiors

A good leader, before firing a person, will give him one chance to correct. He should talk to the employee about the problem and about the possible dismissal if he does not take the right path. An employee can be given a trial period, during which he must prove himself in the best possible way.

Do not be patient and nervous if the work does not suit you. Look for a job and easily say goodbye to your old place. Working for other people involves negative moments, you need to be prepared for them. There are other options, for example, starting a business, or working for yourself.
Do not let employers humiliate you, insult you, no amount of money is worth the constant nerves and irritation caused by the working environment. You can replenish the budget in different ways, look for the right one that will bring moral satisfaction.

Treat the person who works for your cause with respect. Each person has his own psychological and material needs, it is not necessary to treat people as cheap labor. Examine all the reasons for dismissal from work and try to prevent this in your enterprise.

The relationship between employer and employee is not always good. There are situations when the only way to avoid conflict is to be fired. It can be initiated by both the employee and the employer.

In the first case, everything is quite simple. According to general rules, an employee writes a statement, works for 2 weeks and leaves the enterprise. Concerning dismissal of an employee at the initiative of the employer, there are many subtleties here. Later in the article we will try to deal with them.

Why can they get fired?

Reasons for dismissal of an employee at the initiative of the employer quite a bit of. Meanwhile, any action related to the termination of the contract must be justified and documented.

Main reasons for dismissal of an employee at the initiative of the employer it could be considered:

Unsatisfactory certification results.
Non-fulfillment by the employee of his duties properly, negligent attitude to work. It is worth saying that in this case, the dismissal of an employee at the initiative of the employer is allowed only after a number of measures have been completed. In particular, the employer is obliged to warn the employee about the inadmissibility of such behavior in writing, to apply other disciplinary sanctions. If all these measures do not bring results, then dismissal follows.
The commission by an employee of actions that cause damage to the enterprise. This, in particular, is about the disclosure of information protected by law, theft, and so on. In all these cases, there must be evidence of the guilt of the employee.
Doing something incompatible with the job. For example, dismissal threatens a teacher who humiliates the dignity of students.
Appearance at the enterprise in a drunken state.
Submission of knowingly forged documents when applying for a job.
Liquidation of the enterprise (cessation of work of individual entrepreneurs), staff reduction.

If the organization changes the owner, then you can dismiss the accountant and director. The rest of the employees should stay at work, unless, of course, there are others grounds for dismissal. At the initiative of the employer with the employee the contract is terminated only in extreme cases. At the same time, in some situations, dismissal is a right, and in others it is an obligation of the employer.

Process Nuances

The Labor Code contains instructions for an employer who wants to part with an employee.

At dismissal of an employee at the initiative of the employer the latter is obliged to warn the employee in writing about upcoming events. The notice must reflect the reasons for making such a decision with references to the labor legislation.

The employee, in turn, can prevent dismissal. His actions will depend on the nature of the reasons why the contract is terminated with him. In many cases, in practice, the parties manage to resolve the conflict. In such situations, you can contact the labor inspectorate, whose representatives will assist in resolving the dispute. If it was not possible for the employer and employee to come to a consensus, it is better to terminate the contract.

Guilty misdemeanors

May be due to employee misconduct. The main violations include the following:

Systematic tardiness, absenteeism.
Refusal to comply with the rules of the order in the enterprise.
Failure to comply with the requirement to undergo a medical examination, training in safety rules, evading certification, if these procedures are mandatory for the employee.
Disclosure of information classified by law as a commercial, official or other secret.
Violation of safety rules, if this caused serious consequences or the threat of their occurrence.

Certification

In the course of its passage, the compliance of the competence of the person with the position he occupies is determined. The law establishes the procedure for conducting an attestation test. The procedure includes:

Approval of the Regulations on certification. It describes the conditions, the frequency of the procedure, the evaluation criteria, the composition of the commission, the rules for issuing the conclusion.
Issuance of an order for certification. It should indicate the time and place of the event, information about the certified employees.
Commission formation.
Employee testing.
Making a conclusion. In it, the commission formulates conclusions about the suitability of each employee.

If during the certification an insufficient qualification of an employee is revealed, the manager can send him for training or dismiss him. In any case, with a negative conclusion of the commission, a citizen cannot continue working in the same position.

Employee committing a crime

Dismissal of an employee at the initiative of the employer just because the employee is being harassed is not allowed. In Russia, there is a presumption of innocence. Until the guilt of a person is proved, he is considered not involved in the act. Even a citizen placed in custody continues to be registered in the state. However, it should be noted that during this period the employee is not at the enterprise and does not fulfill his duties. As a result, he does not receive any income.

In the event of an employee's conviction, the termination of the contract with him is carried out solely on the basis of a court decision in accordance with Article 81 of the Labor Code . Dismissal of an employee at the initiative of the employer in this case, it may be due to a loss of trust or the commission of an immoral act.

Medical contraindications

If they are available, the manager must either terminate the contract, or offer the employee another activity that he can carry out without harm to health. The relevant rules are fixed by the Labor Code of the Russian Federation.

Dismissal of an employee at the initiative of the employer in these cases, it is possible only after the manager has offered the employee all the vacancies available to him in the given area. The employer must offer positions in another territory, if it is provided for by the collective agreement or labor agreement.

The presence of contraindications must be confirmed by the conclusion of the medical commission. For employees of certain categories, passing a medical examination is mandatory. These include, for example, catering staff, teachers, health workers. It is during the examinations that possible contraindications are identified. If a citizen evades a mandatory medical examination, he may be fired.

Circumstances beyond the control of the parties

Termination of the contract may be due to the following reasons:

Conscription into the army, implementation of activities related to the passage of alternative service.
Restoration in the place occupied by an employee of a citizen previously dismissed, but reinstated in the state by decision of the labor inspectorate or court.
End of the contract.
The death of an employee or his recognition as missing.
Extraordinary circumstances that create obstacles to the further implementation of labor activity.
Lack of access to information constituting a secret protected by law.
Recognition of the decision of the labor inspectorate or court on the reinstatement of a person at work as invalid.

Termination of the contract with a partner

Dismissal at the initiative of the employer of an employee who combines positions may be associated with the return to work of the main employee. For example, a citizen was on long-term treatment or on a business trip.

The procedure for dismissal of an employee at the initiative of the employer in such cases is similar to the rules that apply to other general cases. The only nuance that should be mentioned concerns making an entry in the work book. If the combination took place at different enterprises, then the information in this document is indicated by an employee of the personnel department of the enterprise, which is the main place of work of the person.

Step-by-step instructions for dismissing an employee at the initiative of the employer

The stages of the procedure may be adjusted depending on the circumstances leading to the termination of the contract. In case of violation by the employer, step-by-step instruction dismissal of an employee at the initiative of the employer includes:

Fixing information about the violation committed.
Clarification of circumstances.
Application of measures.

At each stage, relevant documents are drawn up. It must be said that, in accordance with the Labor Code, the dismissal of an employee at the initiative of the employer is allowed no later than 6 months. from the date the employee committed the misconduct.

Fixing a violation

If it is revealed that an employee has committed an unlawful act, it is advisable to immediately form a commission that will study all the circumstances. You can fix the violation in different ways. Most often this is done by composing:

Act of infringement. This document must be drawn up in the presence of at least 2 witnesses.
Reporting note. It can be written by a colleague or immediate supervisor of an employee.
Commission conclusions. As a rule, this option is used for serious violations.

Familiarization of the employee with documents

When the commission confirms the guilt of the employee, one copy of the conclusion is provided to him for review. At the same time, he, having read the contents of the document, must sign. The employee has the right to refuse this. In this case, an act is drawn up.

After reviewing the claims, the employee is given 2 days to respond. He needs, in other words, to write an explanatory note. The employee may refuse to explain his actions. Then you also need to draw up an act. In practice, in such cases, as a rule, dismissal of an employee. At the initiative of the employer a special commission may be convened, which includes representatives of the labor inspectorate and the trade union. At a joint meeting, they decide on the situation that has arisen.

If after 2 days no explanation has been received from the employee, the employer has the right to terminate the contract with the employee unilaterally.

Order

Only on its basis occurs, according to Labor Code of the Russian Federation, dismissal of an employee. At the initiative of the employer Whether it happens of its own accord, it doesn't matter. The termination of the contract is always preceded by the issuance of an order.

The corresponding order is issued after the manager has studied all the circumstances and materials collected during the audit. It is advisable to attach copies of documents related to the incident to the order.

After signing, the dismissed employee must familiarize himself with the order against signature. Three days are allotted for this legislation. If the employee refuses to sign or is absent from the enterprise, an act is drawn up or a corresponding entry is made directly on the order.

Entering information into the work

The fact of dismissal is noted in the work book on the same day on which the order was issued. The entry must contain a link to a specific article and paragraph of the Labor Code. The employee receives the work book on the day the relevant mark is made.

It should be remembered that abbreviations are not allowed in the record.

If for some reason the employee cannot pick up the labor, he is sent a notification about the need to come to the enterprise or agree to send the document by mail.

Exceptions to the rules

The legislation provides guarantees for a number of categories of employees. They are not subject to general rules, including those governing the procedure layoffs at the initiative of the employer. employee You cannot be fired if:

He has a young child (children) under the age of 1.5 years. This rule applies to both mothers and fathers.
He alone brings up a child up to 14 years.
He is dependent on a disabled minor.

You can't fire a pregnant woman either.

These prohibitions, however, do not apply to:

Termination of business activities.
Repeated violation by the employee of the rules established in the organization (improper performance of duties, absenteeism, etc.).
Identification of the fact of theft.
Disclosure of information constituting a secret (commercial, banking, etc.).
Committing an immoral act.
Providing upon hiring.

Dismissal of an employee at the initiative of the employer: compensation and mandatory payments

According to the norms, the employer on the day of termination of the contract must make a full calculation of the amounts due to the employee. These include:

Salary for days worked.
Supplement to salary
Compensation for unused vacation.

In cases stipulated by law, severance pay is also paid.

If it is impossible to pay the funds due to the absence of a citizen at work, the due amounts must be issued no later than the next day after they submit a request for payment.

When the organization is liquidated, the employee receives severance pay. Its calculation is based on the average monthly earnings. The employee also receives compensation for the duration of the job search. It is equal to the average monthly salary for 2 months. In exceptional cases, an employee may retain earnings for the third month.

Somewhat different conditions are provided for the chief accountant, director and his deputy. In the event of a change in the owner of the organization, the new owner, upon dismissal of these employees, pays them compensation equal to the average monthly salary for 3 months.

If the contract is terminated due to or the presence of medical contraindications, the citizen receives compensation equal to two weeks' earnings.

The collective agreement may also provide for higher amounts of payments.

It must be said that when dismissal at the initiative of the employer of an employee of retirement age he is also entitled to all payments and compensation. Additionally, the head of the enterprise can encourage the employee for high professionalism.

Finally

At present, it is quite difficult for an employer to terminate a contract with an employee unilaterally. The rules established by law must be followed without fail.

It is worth saying that such a complex procedure operates not only in Russia. Similar rules, for example, are enshrined in the legislation of the Republic of Belarus. The dismissal of an employee at the initiative of the employer in Belarus is also carried out in several stages. In addition to the Labor Code, Decree No. 29 of 1999 is in force in this country, which provides for additional measures aimed at improving labor relations and strengthening in enterprises and organizations.