Order on unused vacation upon dismissal. Upon dismissal of an employee. Special rules for calculating leave compensation upon dismissal
Article 126 of the Labor Code of the Russian Federation states: “Part of the vacation exceeding 28 calendar days, upon written application of the employee, may be replaced by monetary compensation. Replacement of vacation with monetary compensation for pregnant women and employees under the age of 18, as well as employees engaged in heavy work or work with harmful or dangerous working conditions, is not allowed.”
This legislative provision has caused a lot of controversy and discussion. Some labor law experts argued that only days of additional paid leave could be converted into cash equivalent, while others believed that days of the main leave could also be “exchanged for cash.”
Letter of the Ministry of Labor and Social Development dated April 25, 2002 No. 966-10 put an end to this dispute between the “physicists” and the “lyricists”. In particular, it said that this issue can be resolved by agreement of the parties, or, in other words, the corresponding provision of the Labor Code can be applied this way or that way.
The procedure for replacing vacation with monetary compensation in practice often causes difficulties. Particularly many difficulties arise in connection with the “conversion” of part of the main vacation, exceeding 28 calendar days, into monetary capital. In this article we will try to explain how such a transformation takes place.
Where does the surplus come from?
To create a “vacation surplus,” so to speak, it is necessary that a person does not take a full vacation or part of it during the previous period.
According to Part 3 of Article 124 of the Labor Code of the Russian Federation, in exceptional cases when the provision of leave to an employee in the current year may adversely affect the normal course of work of the organization, it is allowed, with the consent of the employee, to transfer the leave to the next working year. In this case, the leave must be used no later than 12 months after the end of the working year for which it is granted.
The norm concerning this issue is also in Article 125 of the Labor Code of the Russian Federation. In particular, Part 2 of this article states that recall of an employee from vacation is allowed only with his written consent. The part of the vacation unused in this regard must be provided at the employee’s choice at a time convenient for him during the current working year or added to the vacation for the next working year.
Having analyzed these provisions of the Labor Code of the Russian Federation, we can imagine two cases when a situation arises in which an employee did not take vacation at the allotted time:
- The first option: the employee cherished the dream of going on vacation, but for his native organization his potential absence threatened collapse and death, and therefore the management asked the poor fellow not to leave his “father’s” house, to which he sacrificially agreed;
- The second option: the employee still managed to retire, but in the middle of his vacation he was again asked to return, citing the fact that the organization could not do without his presence.
In both of these cases, firstly, it is desirable to have written justification that granting leave to an employee may adversely affect the normal operation of the organization .
Secondly, you need to get written consent of the employee :
- in the first case - only to postpone the vacation to the next year;
- in the second case, in addition to this, you will also need consent to recall him from the next vacation.
Review from vacation usually formatted as follows. The immediate superior writes memo with a request to recall your subordinate from the next vacation. This document must indicate the reason why the “poor fellow” is being returned to his workplace. The employee’s consent can be confirmed by the corresponding inscription at the bottom of this document. We offer you an example of the design of a memo (see Example 1). Based on this memo, a order on the recall of an employee from the next vacation (see Example 2).
To obtain employee consent to reschedule vacation for the next calendar year you can draw up notification (see Example 3) and, based on it, publish order (See Example 4).
Technique for replacing basic leave with monetary compensation
So, the days of the main paid leave have been “moved” to the next period. The new working year begins and the employee has a choice:
- or take off all the “accumulated” days in total (28 days due this year plus the vacation not taken off for the previous year),
- or rest only 28 days of the main vacation, and replace the rest with monetary compensation.
To receive monetary compensation, the employee must submit a written application. Expressing consent in another form (drawing up an agreement, an “affirmative” inscription on a memo or notice) will contradict the Labor Code of the Russian Federation. The Labor Code suggests that the initiative for such a replacement should come exclusively from the employee.
Let’s assume that the employee was unable to take all 28 calendar days of vacation due to him for the period from 09/02/2004 to 09/01/2005, but was on vacation only from 06/04/2004 to 06/19/2004 - 15 days. Then statement employee will look like in Example 5.
Based on the application, an appropriate order . See Example 6. It is worth noting that an employee may ask to replace with monetary compensation not only the entire “tail” of 13 calendar days exceeding 28, but also 12, 11, 10 days, etc. Then he will rest for 29, 30 or 31 days, respectively.
IN employee personal card (Form T-2) the necessary entries are made (for a fragment of this form, see Example 7).
Cash compensation for unused vacation is a guarantee provided for in Art. 126, 127 of the Labor Code of the Russian Federation. How such compensation is calculated and whether it is always paid, read our article.
The concept of compensation for unused vacation under the Labor Code of the Russian Federation in 2018-2019
Cash compensation for vacation days in accordance with Art. 126, 127 of the Labor Code of the Russian Federation are replaced in 2 cases:
- if the employee wishes, if there are no contradictions with labor legislation;
- dismissal.
Contradictions may arise when an employee demands payment of compensation for unused vacation - 2018-2019, and such vacation is 28 days or more, but it is increased due to additional allowance for the harmful, dangerous, special nature of the work.
NOTE! Minors, as well as pregnant women, cannot demand compensation if they do not quit. Due to the special protection of this category by the legislator, they must take advantage of the annual vacation.
Days of additional leave granted by force of law for harmfulness, danger, or the special nature of working conditions are not replaced by money (Part 3 of Article 126 of the Labor Code of the Russian Federation). But if these are provided for by a local act of the enterprise in excess of the days guaranteed by the legislator, their replacement with money is possible.
The second meaning of the concept of compensation for unused vacation in 2018-2019, as noted above, refers to payment-compensation made upon dismissal. In this case, according to the Labor Code of the Russian Federation, the following is paid as compensation for unused vacation:
- 28 days of annual rest (or 56 for 2 years, if last year was not used);
- all days of legal additional leave not taken off;
- days provided by the employer on his own initiative (for example, for length of service in the company).
How can an employee exercise his right to leave (Article 127 of the Labor Code of the Russian Federation)
An employee according to Art. 127 of the Labor Code of the Russian Federation can:
- Receive payment for vacation days that should have been taken, but were not. The specified norm provides the employee with rest after dismissal from a given place of work (definition of the Constitutional Court of the Russian Federation dated July 18, 2017 No. 1553-O).
- Go on vacation followed by dismissal. An employee can exercise this right if there is an appropriate agreement with the employer in cases where he did not commit guilty actions that served as the basis for dismissal.
In the second case, the leave is paid to the person resigning according to the general rule - according to the average daily earnings. The deadline for transferring payment in accordance with clause 1 of Rostrud letter No. 5277-6-1 dated December 24, 2007 is the last working day of the former employee. On the same day, a full payment of wages is made to him, and a work book is issued.
Despite the actual termination of the employment relationship on the last working day, the employee is considered dismissed at the end of the vacation (Part 2 of Article 127 of the Labor Code of the Russian Federation).
Sample order for compensation for unused additional and main leave
To pay compensation in lieu of providing leave, a written application must be received from the employee (Part 1 of Article 126 of the Labor Code of the Russian Federation).
Based on the application, an order is issued containing:
- date of its publication;
- Full name and position of the employee whose leave is replaced by compensation;
- a period of additional admission that will not be used;
- link to article 126 of the Labor Code of the Russian Federation and the employee’s application (the latter must have a registration number and date of preparation);
- signatures of the manager and employee.
Let us remind you once again that, by virtue of Art. 126 of the Labor Code of the Russian Federation, an employee has the right to compensation for unused primary and additional leave only for days provided in excess of 28 or 35 days.
When dismissing an employee, the specified order is not issued, but a calculation note is drawn up in form T-61, which specifies the unpaid days and the amount paid in connection with this.
How to get compensation for last year's unused vacation
By virtue of Art. 124, 125 of the Labor Code of the Russian Federation, the employee has the opportunity to transfer the annual vacation to another period, and therefore the vacation schedule is changed.
Labor legislation allows such a transfer within 2 years after the end of the working year.
For example, if an employee began working at a given enterprise on 06/01/2017, leave for the first working year should be provided to him and, if necessary, can be transferred from 12/01/2017 to 06/01/2019. It is no longer possible to carry it forward; the ban on this is established by Part 4 of Art. 124 Labor Code of the Russian Federation.
Starting from 06/01/2018, this employee has the right to vacation for the second working year, and if he works without going on annual vacation, vacation days are accumulated.
By agreement with the employer, the employee can add the old vacation to the new one and take 56 days off at once. It is impossible to replace vacation for the previous working year with money due to Part 2 of Art. 126 Labor Code of the Russian Federation.
However, an employee may receive compensation for unused additional leave, including for the first working year.
To do this, he needs to write a corresponding statement addressed to the manager. The latter can either satisfy or refuse to replace the vacation with compensation, because satisfying such a request is not the employer’s responsibility.
Is it possible to receive compensation for unused vacation upon dismissal after the end of maternity leave?
How to receive compensation for unused vacation in general cases is clear from the provisions of Chapter. 19 Labor Code of the Russian Federation.
Whether it is possible to receive compensation for unused vacation for a woman who was on maternity leave, after which she decided to quit, is stated in the rules, approved. NKT of the USSR 04/30/1930 No. 169 (hereinafter referred to as rules No. 169), as well as explanations for their application.
So, consider the following options:
- If an employee has used all the vacation days accumulated before going on maternity leave (B&R), upon dismissal she is paid compensation for which the length of service accumulated during the period of sick leave (140 days), as well as for the period of annual leave taken before it, is proportional vacation days.
- If the accumulated days of annual leave before going on maternity leave were not used, then upon dismissal the woman receives full compensation (it is necessary to calculate her entitlement and unused leave for the years worked, and then add to it the leave for the period of sick leave according to the BiR).
These conclusions are drawn based on the provisions of Art. 121 Labor Code of the Russian Federation:
- days of annual rest taken before going on maternity leave, the B&R period (140 or 196 days), are included in the length of leave, for non-use of which the woman is entitled to compensation;
- the period of child care up to 1.5 or 3 years is not included in the vacation period.
Is a part-time worker entitled to compensation for unused vacation?
Is a part-time worker entitled to compensation for unused vacation? The answer to this question is clearly affirmative: yes, such an employee has the right to the payment provided for in Part 1 of Art. 127 Labor Code of the Russian Federation.
The basis for this statement is:
- Art. 286 Labor Code of the Russian Federation;
- Clause 31 of Rules No. 169.
In a situation with part-time work, attention is drawn to the fact that the part-time worker combines vacations at the main and additional places of work into one in accordance with Art. 286 Labor Code of the Russian Federation. If this is an internal part-time worker, then such a merger occurs at the stage of approving the vacation schedule. If the part-time worker is external, then at the additional place of work he writes a statement on the basis of which the employer provides annual rest during the period coinciding with the rest at the main place of work.
Thus, when an internal part-time worker is dismissed from both positions at once, he is entitled to 2 monetary compensations for unused vacation.
How compensation is calculated: formula
Calculation of monetary compensation for unused vacation is made using a simple formula: the number of days not taken off is multiplied by the average daily earnings.
In this case, you should take into account:
- With a guaranteed vacation of 28 days, no more, it is considered that for each month the employee is entitled to 2.33 days of vacation (letter of Rostrud dated October 31, 2008 No. 5921-TZ).
It is not necessary to round the resulting number of days, but if the employer wants to do this, then rounding occurs in favor of the employee, always upward (letter of the Ministry of Health and Social Development dated December 7, 2005 No. 4334-17). - Whether compensation for unused vacation is due to employees with short work experience is indicated in paragraph 28 of rules No. 168. Yes, the specified payment is made, but in proportion to the length of service.
If an organization is liquidated or its staff is reduced, or an employee enters military service, then, despite his short length of service (from 5.5 to 11 months), he is paid full compensation. - Average daily earnings are determined by the formula:
SDZ = ∑ of all income / 12 / 29.3.
Income includes all payments made by a given employer for the last 12 months.
You can read more about calculating compensation here: How leave is calculated upon dismissal. For information on calculating personal income tax on compensation, see the article Is compensation for unused vacation subject to personal income tax?
When is full compensation paid and when is partial compensation paid?
It was mentioned above that in order to receive full compensation, the employee must:
- have a working experience of at least 11 months;
- do not go on vacation to account for the period worked.
Let's consider a situation where these conditions are not met.
NOTE! The 11-month mandatory service requirement is established only for the calculation of compensation. An employee can go on paid full leave after just six months of work at this enterprise (Part 2 of Article 122 of the Labor Code of the Russian Federation).
Situation 1
Stepanov A.B. worked for 7 months and resigned at his own request. What compensation is he paid?
The formula given in the article is used here: 2.33 × 7 = 16.31. Stepanov is entitled to compensation obtained as a result of multiplication: 16.31 × SDZ.
Situation 2
Stepanov A.B. worked at the company for six months and went on full leave. After returning from vacation, I worked for another 1 month and quit. Is he entitled to compensation?
According to the Labor Code of the Russian Federation, unused annual rest days in kind are reimbursed in the form of monetary compensation upon dismissal of an employee.
Is it possible to receive compensation for unused vacation not only upon dismissal, but also in ongoing employment relationships, is also indicated in the Labor Code of the Russian Federation: this is possible if there are days of additional leave, not provided for by the legislator, but guaranteed by local acts.
An employee who does not want to take advantage of such additional days has the right to replace them with compensation. All categories of workers have this right.
Compensation is calculated using a formula similar to the calculation of vacation pay.
Compensation for vacation in money without going on another vacation can be paid both upon dismissal and when the employee works tirelessly. However, if in the first case the payment of vacation pay is your direct responsibility, then in the second it is your right, which you can use or neglect. This issue is regulated by Art. 126 of the Labor Code of the Russian Federation and describes in detail cases of compensation for unrealized vacation for workaholics. If your employee does not want to take a month of well-deserved rest and offers to pay him money instead of vacation, then read our article on how to properly arrange a replacement.
Who doesn't have rights to cash leave compensation
Those who are not entitled to receive money in lieu of vacation include:
Pregnant woman;
An employee under the age of 18;
A worker exposed to radiation as a result of the Chernobyl nuclear power plant disaster;
If your employee does not fall into any of these categories, then you can safely replace the vacation with monetary compensation.
IMPORTANT!
According to Art. 126 and 127 of the Labor Code of the Russian Federation can be replaced with monetary compensation only for part of the annual paid leave. Study leave does not fall under this category; it is considered additional targeted leave related to training (Articles 173 - 176 of the Labor Code of the Russian Federation).
Day limit
Let’s immediately make a reservation that our legislation does not set a limit on the number of days that can be replaced with compensation, but you also do not have the right to replace the employee’s entire annual leave with money. According to Part 1 of Article 126 of the Labor Code of the Russian Federation, it is allowed to pay compensation only for that part of the vacation that exceeds 28 calendar days.
Replacement of part of the main or additional leave with monetary compensation
It turns out that your employees can count on replacement with monetary compensation only for extended basic or additional leave. In the table below we have listed the categories of employees who, by law, are entitled to extended basic and additional leave.
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|
Grounds for granting leave |
Minimum duration of leave |
|
|
Extended main leave |
||
|
Workers under 18 years of age |
Art. 267 Labor Code of the Russian Federation |
31 calendar days |
|
Working disabled people (regardless of disability group) |
Art. 23 of the Federal Law of November 24, 1995 No. 181FZ |
30 calendar days |
|
Additional leave |
||
|
Workers engaged in work with harmful and (or) dangerous working conditions |
Art. 117 Labor Code of the Russian Federation |
7 calendar days |
|
Employees with a special nature of work |
Art. 118 Labor Code of the Russian Federation |
The period is determined by regulations of the Government of the Russian Federation |
|
Workers with irregular working hours |
Art. 119 Labor Code of the Russian Federation |
3 calendar days |
|
Employees working in the Far North (including part-time) |
Art. 321 Labor Code of the Russian Federation |
24 calendar days (16 calendar days - for areas equated to regions of the Far North) |
|
Workers exposed to radiation as a result of nuclear tests at the Semipalatinsk test site |
Clause 15 Art. 2 of the Federal Law of January 10, 2002 No. 2-FZ |
14 calendar days |
|
Workers exposed to radiation due to the Chernobyl disaster |
Clause 5 Art. 14 Law of the Russian Federation dated May 15, 1991 No. 1244-1 |
14 calendar days |
Even if your employees do not fall under the specified list, according to Part 2 of Art. 116 of the Labor Code of the Russian Federation, you can independently establish additional leave for them. You need to specify the procedure and conditions for granting such leave in a collective agreement or other local regulatory document.
IMPORTANT!
Vacation days exceeding 28 calendar days of the main vacation are subject to monetary replacement. every year, in other words, if your employee did not take part of the 28 calendar days of vacation this year and transferred them to the next one, then he may not count on money instead of vacation.
To make it easier, let's look at an example:
Grigorieva S.Yu. has been working at Krasotka LLC since May 14, 2012. She has the right to paid leave of 28 calendar days for each working year. In her first working year (from May 14, 2012 to May 13, 2013), she took a vacation of 21 calendar days. In the second working year (from 05/14/2013 to 05/13/2014) - 26 days. For two working years, out of 56 calendar days (28 calendar days + 28 calendar days), she used only 47. Is it possible to replace the unused 9 days with monetary compensation?
No, it doesn't. Since the duration of her annual paid leave is only 28 calendar days, and only days exceeding the specified limit for each year of work are subject to replacement.
Design issues
Before applying for a vacation replacement with monetary compensation, you should:
- receive a statement from the employee with a corresponding request;
- issue an order;
- make an entry about replacing vacation with compensation in the employee’s personal card;
- Enter information about vacation replacement into the vacation schedule.
Because the replace money instead of vacation is possible only at the request of the employee, then he should write statement addressed to the salon manager. The document can be written in any form, since the established form is not provided for by law. We provide a sample application below.
to CEO
OOO "OOO"
Statement
In accordance with Article 126 of the Labor Code of the Russian Federation, I ask you to replace with monetary compensation part of the additional paid leave for the period from September 1, 2013 to August 31, 2014 in the amount of 4 calendar days.
Cosmetologist ___________
08/20/2014 signature
So, if you agree to provide the employee with money instead of vacation, then now it’s his turn by order. A unified form is again not provided. It can be compiled in the same way as a statement, in a derivative form. You need to know the full name and position of the employee, the number of days of the pay period and vacation to be replaced by monetary compensation, and the details of the employee’s application. Familiarize the employee with the order against signature. For your convenience, we have attached a sample.
Limited Liability Company "LLC"
Order
27. 09.2014 No. 172-ls
On replacing part of the vacation with monetary compensation
In accordance with Article 126 of the Labor Code of the Russian Federation
I ORDER:
The cosmetologist _________ replace with official compensation part of the additional paid leave granted for the period of work from September 1, 2013 to August 31, 2014, exceeding 28 calendar days, in the amount of 4 calendar days.
Reason: statement _________ dated 08/20/2014
Director signature _____________
I have read the order: signature ____________
Cosmetologist
Information about replacing part of paid leave with monetary compensation must be reflected in the employee’s personal card. The information is entered in section VIII “Vacation”.
Employee personal card(fragment)
|
Type of leave (annual, educational, without pay, etc.) |
Work period |
Number of calendar days of vacation |
Base |
|||
|
Endings |
||||||
|
Annual basic paid |
Order No. 18 dated 07/06/2013 |
|||||
|
Additional paid |
Replacing vacation |
Cash compensation |
Order dated 27.09. 2014 No. 172-ls |
|||
You should also reflect this information in the vacation schedule: in paragraph 10 “Note”, indicate the details of the order and the number of vacation days to be replaced. The entry may be of the following nature: “Part of the additional paid leave in the amount of 4 (four) calendar days was replaced by monetary compensation based on order No. 172-ls dated September 27, 2014.”
Let's move on to calculations
To calculate the amount of monetary compensation, they look at the average daily earnings of a specialist. This earnings are multiplied by the number of days replaced by compensation. As for daily earnings, in this case it is calculated according to the rules for calculating vacation pay (Article 139 of the Labor Code of the Russian Federation and 10 Regulations on the specifics of the procedure for calculating the average wage, Decree of the Government of the Russian Federation dated December 24, 2007 No. 922).
If the employee has worked the entire billing period, the actual amount of the employee’s salary for this billing period is divided by 12 and 29.3 (the average monthly number of calendar days).
IMPORTANT!
If you replace a vacation not exceeding 28 days with monetary compensation, you may be held administratively liable for violating labor laws. The salon manager faces a fine of 1,000 to 5,000 rubles, and the company may be fined in the amount of 30,000 to 50,000 rubles. or suspend activities for up to 90 days.
Difficulties arise if one or more months of the billing period are not fully worked out. In this case, the number of calendar days in fully worked calendar months is first determined:
KDMP = KMP × 29.3
Where KDMP- the number of calendar days in fully worked months of the billing period;
KMP- number of fully worked months;
29,3 - average monthly number of calendar days.
KDMN = 29.3: KKDMN × CODE,
Where KDMN- the number of calendar days in a month that is not fully worked;
KKDMN- the number of calendar days of the month that is not fully worked;
CODE- the number of calendar days worked in a given month.
If there are several months that the employee has not fully worked, then the number of calendar days is determined for each of them and the resulting results are summed up.
Let's see how this happens with an example
Employee of Long Braid LLC L.B. Serdyukova, according to her employment contract, is entitled to additional leave of 4 calendar days. She appealed to the employer with a request to replace this part of the vacation with monetary compensation. The billing period is from August 1, 2013 to July 31, 2014. From April 1 to April 28, 2014 L.B. Serdyukova was on another vacation (28 calendar days). And in January 2014, the employee was sick for 10 days. The remaining months of the billing period have been fully worked out.
Over the last 12 calendar months, payments in favor of the employee amounted to 420,500 rubles, of which vacation pay was 29,800 rubles. and payments for a certificate of incapacity for work - 9,200 rubles. We will calculate the amount of compensation that the employee is entitled to.
First, we determine the number of calendar days in fully worked months. It is 234 days. (8 months × 29.3 days).
Payment of monetary compensation for unused vacation
It is necessary to round the acquired number of days to the whole value, since such a procedure is written in a collective agreement (message of the Ministry of Social Health Development dated December 7, 2005). This means that these costs can be eliminated from the taxable earnings of the organization when calculating income tax.
Then, if the worker is categorically refused to pay compensation, he has the opportunity to appeal to the labor dispute commission. To calculate compensation for unused vacation, this value is multiplied by the number of calendar days of unused vacation. The procedure for calculating compensation, which is paid in exchange for a share of vacation, is similar to that used to characterize the amount of compensation when leaving work: polyclinic 40 Ufa Ibragimova doctors' schedule. In addition to all this, I registered a statement in the name of the head of the company with the desire to pay him foreign currency compensation for vacation that was not fully accepted in the past working year .
The situation is similar with insurance deposits for integral insurance against industrial accidents and occupational diseases.
Quickly and adequately complete financial statements and tax returns using detailed descriptions of any line of any form. In order to receive compensation in exchange for vacation, the employee must write an appropriate statement with the desire to give him cash. In other words, the calculation period for determining the average daily earnings of an employee is from November 1, 2005 to October 31, 2006. As a result, when deciding which payments to provide and which not, the accountant is obliged to observe what is actually written in the collective or labor agreement, regulations on wages, regulations on bonuses and other documents regulating wages at the enterprise. And with the cash method, the required amount of compensation is included in the costs of the period in which the worker was given the funds.
They do not need to be accrued when funds in exchange for vacation are paid on the issue of stopping the employment agreement, a sample order for the payment of compensation for unused vacation. With a berator, you will have the opportunity to solve any, including the most time-consuming problem in your work, keep records without errors, effectively protect your own enterprise during all inspections and apply the latest legal tax saving schemes. After which the document is sent to the accounting department, where the side used is filled out and the final settlement with the dismissed worker is made.
Funds paid in exchange for vacation shares are, among other things, included in labor costs. Compensation for unused vacation is planned similarly to, say, vacation pay, i.e., based on the employee’s average earnings (Art.
This is the amount of sick leave and maternity benefits, and also central income, paid in the options provided by law. With all this, it is of little importance whether it is paid for this year or for past vacations. Labor Code of the Russian Federation); the occurrence of extraordinary events that interfere with the continuation of labor relations (army forces, tragedy, natural disaster, major tragedy, epidemic and other emergency incidents), if this event is recognized by a decision of the Government of the Russian Federation or a government agency of a suitable subject of the Russian Federation (clause Therefore, when making a decision about which payments to take into account and which not, the accountant is obliged to observe what is actually written in the collective or labor agreement, regulations on wages, regulations on bonuses and other documents regulating wages at the enterprise
How to arrange payments to an employee upon dismissal
Sample order for payment of compensation for unused vacation. Rating: 82 / 100 Total: 5 ratings.
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Sick leave: financed by the Social Insurance Fund for VPT | Debit-Credit rus | "Debit-Credit" - online. All this was called in one word - “reimbursement”, and it worked conveniently. 3) filling out an application for funding. Example For the current week
When receiving funds from the Social Insurance Fund, a document is entered. They find us: an application form to the Social Insurance Fund for reimbursement of sick leave, doctors for rakhunok.
On this page you can download the application form. Based on the sick leave certificate, the company calculates the amount of sick leave. And all subsequent days will be compensated by the Social Insurance Fund. Reporting and reimbursement · Calculation and
Compensation for unused vacation
The only current regulatory document explaining the procedure for calculating compensation for unused vacation remains the Rules on regular and additional vacations, approved by the People's Commissar of the USSR on April 30, 1930 No. 169 (hereinafter referred to as the Rules).
According to paragraphs 28, 29 and 35 of the Rules, an employee who has worked in an organization for 11 months, which are subject to credit towards the period of work giving the right to leave, receives full compensation for unused leave. The amount of full compensation is equal to the amount of payment for vacation of the established duration.
According to clause 28 of the Rules on regular and additional leaves, approved by the People's Commissariat of Labor of the USSR on April 30, 1930 N 169, upon dismissal of an employee who has not used his right to leave, he is paid compensation for unused leave.
You can receive compensation for all unused days of annual paid leave only upon dismissal (based on Article 127 of the Labor Code of the Russian Federation).
For an employee who continues to work, upon his written application, only that part of the annual paid leave that exceeds 28 calendar days can be replaced with monetary compensation (based on Article 126 of the Labor Code of the Russian Federation).
When calculating the terms of work that give the right to compensation for leave upon dismissal, surpluses amounting to less than half a month are excluded from the calculation, and surpluses amounting to at least half a month are rounded up to a full month (clause 35 of the Rules).
Please note: even if the employee has not been on vacation for more than two years, which is prohibited by law (Article 124 of the Labor Code of the Russian Federation), upon dismissal he is entitled to compensation for the entire period. After all, as already mentioned, compensation should be paid “for all unused vacations.”
There is one more subtlety: employees with whom civil contracts have been concluded are not entitled to compensation for unused vacation, since the norms of the Labor Code do not apply to them.
Example 1
The employee was hired by the organization on March 16, 2009, and left on February 8 of the year. During this period, he was on annual paid leave for 28 calendar days and on leave without pay for 17 calendar days. It is required to determine the number of calendar days of compensation for unused vacation upon dismissal.
The period from March 16 to February 8 of the following year accounts for 10 months and 23 days. Of the number of calendar days of unpaid leave, 3 days cannot be included in the length of service giving the right to annual leave (17 days - 14 days) (see Article 121 of the Labor Code of the Russian Federation.)
Thus, the employee is entitled to vacation for a period of 10 months and 20 days. Since 20 days are more than 15 days, the employee’s length of service, from which the duration of the vacation is determined, is 11 months. In this case, the employee is entitled to full compensation for 28 calendar days. Considering that he has already used his vacation, he has nothing to compensate upon dismissal. Employees who have worked from 5.5 to 11 months also receive full compensation if they quit due to:
Example 2
The employee was hired on March 1, 2008. He used 28 calendar days of annual basic paid leave in 2008. Resigns on October 1, 2009 due to the liquidation of the enterprise. The length of service for calculating compensation for unused vacation will be 7 months. (from March 1 to October 1, 2009 inclusive). This is more than 5.5 months. Consequently, the employee is entitled to compensation for a full vacation, i.e., 28 calendar days.
An employee who has not worked in an organization for a period giving him the right to full compensation has the right to proportional compensation for calendar days of vacation. In this case, based on paragraph 29 of the Rules, the number of days of unused vacation is calculated by dividing the duration of vacation in calendar days by 12. Based on this, with a vacation duration of 28 calendar days, the amount of compensation will be 2.33 calendar days for each month of work included in the length of service, giving the right to receive leave.
Current legislation does not provide for the possibility of rounding days of unused vacation to whole numbers (2.33 days, 4.66 days, etc.).
In accordance with paragraph 8 of Article 255 of the Tax Code of the Russian Federation, for profit tax purposes, only the amount of compensation for unused vacation that is calculated in accordance with generally established rules can be recognized as expenses. Rounding the number of days of unused vacation upward (from 4.66 days to 5 days) will lead to an overestimation of the amount of payments made in favor of the employee and to an understatement of the tax base for income tax. Rounding down (from 2.33 days to 2 days) will result in payment to the employee of less than the amount required by law.
There is no rounding to whole values of the number of days of unused vacation in the calculations given as examples in letters of Rostrud dated July 26, 2006 No. 1133-6, dated June 23, 2006 No. 944-6.
As a rule, the last month of vacation experience is incomplete. If 15 calendar days or more have been worked, this month of service is rounded up to the full month. If less than 15 days are worked, the days of the month are not taken into account (Article 423 of the Labor Code of the Russian Federation, clause 35 of the Rules, letter of Rostrud dated June 23, 2006 No. 944-6).
Example 3
An employee of the organization was hired on September 27, 2008, and since May 4, 2009, he resigns at his own request. It is necessary to determine how many months he is entitled to compensation for unused vacation if he has never been on vacation.
According to paragraph 35 of the Rules and Article 423 of the Labor Code of the Russian Federation, when determining the number of vacation days for which an employee is paid compensation upon dismissal, it is necessary to take into account that if the employee worked for less than half a month, the specified time is excluded from the calculation, and if half or more than half a month was worked, then the specified period is rounded to the nearest full month. The period for granting leave is from September 27, 2008 to September 26, 2009. From September 27, 2008 to April 26, 2009, the employee worked fully for seven months. The period from April 27 to May 4 is eight calendar days, which is less than half a month. Therefore, this period is not taken into account.
Thus, in this case, the total number of months for which the employee is provided with compensation is seven. The number of days of unused vacation is calculated using the formula:
Kn = Co x 2.33 days - Co,
where Kn is the number of days of the main vacation that the employee had not taken off at the time of dismissal; Co is the duration of the vacation period in full months; Ko is the number of days of the main vacation that the employee has taken off by the time of dismissal.
Example 4
The employee was hired on December 3, 2008, and fired on October 31, 2009. In June 2009, he was on basic leave for 14 calendar days, and in August 2009, he was on leave without pay for 31 calendar days. In total, the employee worked for the organization for 10 months and 29 days.
Since the duration of leave at one’s own expense exceeded 14 calendar days per working year, the employee’s total length of service should be reduced by 17 calendar days (31 - 14).
The employee's vacation period will be 10 months and 12 calendar days (10 months 29 days - 17 days). Since 12 calendar days are less than half a month, they are not included in the calculation.
Consequently, 10 full months are counted towards the length of service giving the right to leave.
The employee took two weeks off from work. There is no need to pay compensation for them. Thus, in the case under consideration, the employee is entitled to compensation for 9.3 calendar days (10 months x 2.33 days - 14 days).
Compensation upon dismissal is paid at the rate of two working days per month of work:
Example 5
A short-term employment contract was concluded with the employee to perform work from March 27 to May 5, 2009 inclusive. It is required to calculate the amount of compensation for unused vacation upon dismissal.
During the period from March 27 to May 5, 2009, 1 month and 8 days were worked. Since 8 calendar days are less than 15, they are not taken into account. Consequently, 1 month of work is counted towards the length of service giving the right to receive compensation for vacation.
Since a short-term employment contract has been concluded with the employee, the rules of Article 291 of the Labor Code of the Russian Federation apply. Compensation for unused vacation will be 2 working days.
If an employment contract is concluded with an employee for an indefinite period, but for some reason it is interrupted before the end of the two-month work period, the provisions of Article 291 of the Labor Code of the Russian Federation cannot be applied.
Example 6
An employment contract for an indefinite period was concluded with the employee on November 2, 2009. The employee resigns of his own free will on December 14, 2009. It is required to calculate the number of calendar days of compensation for unused vacation upon dismissal.
The duration of work in the organization was 1 month and 12 days. Vacation compensation is due to any employee who has worked for more than 15 calendar days.
The contract with the employee was concluded for an indefinite period, therefore the rules established by Article 291 of the Labor Code of the Russian Federation for employees with whom a contract was concluded for a period of up to two months cannot be applied. The amount of compensation is determined based on the generally established vacation duration of 28 calendar days. The length of service giving the right to leave is 1 month. Therefore, the employee is entitled to compensation in the amount
28 days / 12 months x 1 month = 2.33 days
In educational budgetary organizations, teachers and professors who resign after 10 months of the academic year have the right to receive compensation for the full duration of vacation of 56 calendar days. If a teacher resigns during the academic year, he is entitled to proportional compensation at the rate of 4.67 days for each month worked.
Example 7
For 5 months of work, the teacher is entitled to proportional compensation at the rate of 56 days. / 12 months x 5 months = 23.33 days
For teaching employees whose vacation duration is set at 42 calendar days, upon dismissal, full compensation for unused vacation is paid in the amount of full vacation if the employee worked for 11 months in the corresponding calendar year.
If by the day of dismissal the employee has worked for less than 11 months, proportional compensation is calculated, the amount of which is 3.5 days for each month worked.
Example 8
For 10 months of work, proportional compensation is due at the rate of: 42 days. / 12 months x 10 months = 35 days
Article 127 of the Labor Code of the Russian Federation also provides, instead of receiving monetary compensation for unused leave upon dismissal, the possibility of providing paid leave with subsequent dismissal, with the exception of cases of dismissal on culpable grounds.
In this case, the day of dismissal should be considered the last day of vacation, and therefore the vacation days granted upon dismissal should also be included in the length of service, on the basis of which the duration of the vacation provided is determined.
Example 9
The employee is dismissed on March 25, 2009 under clause 1 of part 1 of Article 77 of the Labor Code of the Russian Federation “by agreement of the parties.” In his application, the employee requests that he be provided with unused vacation for the last working year before dismissal (28 calendar days). On the day of dismissal, the employee worked 8 months and 9 days in the current working year. It is necessary to determine the length of service for granting leave, the actual duration of leave and the date of dismissal.
The date March 25, 2009 is not the day of dismissal, but the day before the start of the vacation. As of this date, the employee worked 8 months and 9 days in the current working year. According to rounding rules, 9 days are discarded (since 9 days are less than 15 days), therefore leave must be provided for 8 months in the amount of:
28 days / 12 months x 8 months = 18.66 days
Leave is granted from March 26 to April 13, 2009. This means that April 13 is the day the employee is dismissed, and therefore, until April 13, 2009, the length of service that gives the right to paid leave must be taken into account.
The period from the beginning of the working year to April 13, 2009 is: 8 months. 9 days + 19 days = 8 months 28 days According to rounding rules, 28 days make up a whole month (since 28 days are more than 15 days), therefore, the indicated period accounts for 9 months of vacation experience. Therefore, leave must be provided for 9 months in the amount of 28 days. / 12 months x 9 months = 20.99 days
The employer is required to keep records of the time periods for which the employee is granted basic leave. The personnel service reflects these periods in the order (instruction) on granting leave to the employee, drawn up in form No. T-6 (T-6a). Based on the order, marks are made on the employee’s personal card (Form No. T-2), on the personal account (Form No. T-54, T-54a), and on the calculation note for granting leave to the employee (Form No. T-60). All forms of these documents and instructions for filling them out are approved by Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1.
Amount of compensation for unused vacation
The procedure for calculating compensation follows from paragraph 8 of the Regulations, approved by Decree of the Government of the Russian Federation dated April 11, 2003 No. 213, and the decision of the Supreme Court of the Russian Federation dated July 13, 2006 No. GKPI06-637.
Based on these documents, the following formula can be derived:
Calculation and compensation of vacation pay upon dismissal
Calculating vacation pay upon dismissal is a fairly simple procedure. However, many new accountants make many mistakes at this stage. These errors can lead to a long chain of recalculations at your next job. To avoid such a situation, you need to structure the sequence of actions.
The legislative framework
First of all, you need to familiarize yourself with Government Decree No. 922 of December 24, 2007. It regulates the calculation of the amount of vacation pay and compensation for unused vacation by the employee. The Labor Code of the Russian Federation in Article 140 indicates that the calculation must be made on the day the employee is dismissed. If this point has not been observed, then the employee can write a demand for payment or go to court with a claim for non-compliance with payment deadlines.
In order to make a correct calculation of vacation pay upon dismissal in a year, you need to use the following instructions.
- The billing period is selected. The pay period is the entire year preceding the dismissal. Next you need to determine the employee’s income for this period. In this case, amounts that are not wages are deducted from the amount of earnings. After all, they were already calculated based on the average.
- Determining calendar days To do this, you will need to add up the indicators for all 12 months. For example, for a fully worked month, 29.3 days are taken into account (according to the new amendments of April 2), and if there are days in the month paid according to average earnings, then a special formula will be useful. The days paid on average are subtracted from the number of calendar days of the month. This difference is then multiplied by 29.3 and divided by the first indicator (by the number of calendar days of the month). By adding up all 12 amounts, you can easily get the number of calendar days of the billing period.
- Average daily earnings are calculated. To do this, you need to divide the amount from the 1st point by the 2nd point of this instruction. The amount received will be the average earnings for one working day.
- Determining the number of vacation days. With ordinary vacation pay, everything is clear; their amount is indicated in the application and vacation order. How to calculate unused vacation?
This calculation is best represented by a practical example:
5. Final calculation of the amount of compensation for unused vacation. It will be equal to the product of average daily earnings and the number of vacation days (or unused vacation).
Calculation features
There are some subtleties when calculating vacation pay at the time of dismissal. When calculating the number of calendar days of the billing period, holidays and weekends are not taken into account. The amount paid for unused vacation upon dismissal is subject to personal income tax on a general basis.
If the annual indexation of wages in an organization occurs at the time of dismissal of an employee, then his vacation pay must be adjusted to the level of indexation. When increasing salaries in accordance with internal orders, the organization will also have to increase the amount of payment for unused vacation upon dismissal. There are several options for indexing vacation pay. The salary increase factor is always included in the calculation. To determine it, you need to divide the new salary by the old salary.
According to Article 136 of the Labor Code of the Russian Federation, the amount of vacation pay must be transferred to the employee three days before the start of his vacation. All accountants find it inconvenient to calculate vacation pay for vacations that start at the beginning of the month. After all, for the calculation you will need accruals for the previous month. These charges are usually not yet known. Then the calculation is made not for the organization as a whole using software products, but for a specific person using the manual method.
The documentary basis for calculating compensation for unused vacation is an order signed by the head of the organization and the head of the department from which the employee is leaving. The order must contain information about the number of days of work. It should also have a note from the accounting department stating that the employee had zero debt if he was a financially responsible or accountable person.
The obligation to pay compensation is regulated by law and is paid regardless of the reasons for termination of the employment contract. On the day of dismissal, the company's debt to the employee must be fully repaid.
Referring to Article 137 of the Labor Code of the Russian Federation, you can deduct the amount of vacation pay from payments to the employee if the employee has already taken a vacation.
Dismissal and calculation of compensation for unused vacation are documented in the following documents:
The last two documents must be handed over to the former employee. They will need to be submitted to the HR department at your next job for benefits to be calculated. Otherwise, the calculation of benefits for temporary disability and maternity benefits will be calculated based on the minimum amounts approved by law.
How to calculate compensation for unused vacation upon dismissal?
Dismissal is always accompanied by payment of wages for fully worked time and compensation for vacation due to the employee (Article 127 of the Labor Code of the Russian Federation).
In this case, the legislation clearly dictates the timing of payments: on the day of dismissal, all settlements with the employee must be completed, except in cases where the employee no longer went to work that day. Here, the calculation is carried out on the day following his application to the enterprise.
Compensation must be paid regardless of the reason for dismissal: by agreement of the parties, by transfer, for absenteeism or at one’s own request. They do not calculate this type of payment only if the vacation on the day of dismissal is used in full.
How to correctly calculate vacation pay upon dismissal
The main condition for making the final payment is the presence in the accounting department of an order from the enterprise’s HR department regarding the dismissal of an employee. Depending on the reason for termination of the employment relationship, the basis for creating an order is an application from the employee or an order from the manager.
The following information is required to be filled out in the order:
Video about vacation compensation
Formula for calculating days and amount of compensation
Vacation is provided annually to all employees of the enterprise (Article 114 of the Labor Code of the Russian Federation). For a fully worked year, paid leave is provided in the amount of 28 calendar days. This amount is considered calculated when calculating compensation payments.
If the employee did not use the next vacation, compensation is accrued for 28 days; if the period for which vacation pay is supposed to be accrued is less than a year, then the number of days of vacation due is calculated proportionally.
Calculation of calendar days of vacation balance
For example: an employee has not used vacation for 6 months 18 days. Let's determine the number of paid days using the formula:
Number of days =28. 12 ˟ 7 = 16.31 days, where
28 - number of days of regular vacation per year,
12 – months a year;
7 – number of months of unused vacation.
To determine the number of months, arithmetic rules are used when rounding days. More than half a month in the example is rounded up to the full month, and vice versa, less is discarded.
Calculation of monetary compensation
Important! Until 02.04. calculations were made from the amount of 29.4 days, changes in the meter were recorded from Art. 139 Labor Code of the Russian Federation.
Not all payments are included in salary for calculating compensation or vacation pay.
Thus, payments are not taken into account if the employee:
Amount of compensation payments = average daily earnings ˟ number of vacation days.
If the resigning employee has no income
In this case, the reasons for the situation should be considered. If the employee received average monthly earnings for the last year (this happens during long business trips, after maternity leave or parental leave), then the calculation is made from the salary, taking into account all types of accruals and bonuses accepted by the tariff agreement approved at the enterprise.
If wages were paid at the enterprise according to the so-called gray schemes, and were not documented, then there can be no question of officially calculating the rest of the vacation.
Overpaid compensation
Particular care should be taken when calculating vacation pay followed by dismissal. Practice shows that it is in these cases that a large number of mistakes are made.
If an employee quits before the expiration of the period for which he has already received vacation, then the enterprise has the right to withhold the amount of excessively accrued and paid vacation pay (Article 137 of the Labor Code of the Russian Federation).
But if compensation is calculated incorrectly due to an error by company personnel (HR or accountant) and this is later discovered, the guilty parties are subject to penalties.
Does the duration of work matter?
The period of time worked is of no small importance:
There are exceptions - according to the adopted Rules of April 30, 1930 N 169, employees who have worked from 5.5 to 11 months are awarded compensation payments in full if the reason for dismissal was:
For unused additional leave
HR officers and company managers usually do not welcome the desire of employees to ignore the next vacation, but sometimes it happens that unused vacations are collected over several years. The employer's claims that the right to previous vacations have been lost are unfounded.
It is established by law that compensation must be paid for all unused vacations of absolutely all employees. It does not matter whether they work under a fixed-term employment contract, are on a probationary period, or are external part-time workers.
For unused additional leave, established in addition to the main one by accepted tariff agreements, in many companies compensation is calculated according to the general rule and is not divided into main and additional.
Leave compensation upon dismissal in accounting
Taxation and calculation of insurance premiums, including personal income tax and social insurance, for compensation payments occur in the usual manner. Let's consider the reflection of transactions in accounting using example No. 1.
The employee, having worked 9 full months from March 11 to December 16 of the year, quits. The salary is 17,000 rubles per month.
Number of vacation days = 28. 12 ˟ 9 = 21
The billing period is January – August, we will calculate the salary:
Period Payroll Amount
March 17000/20˟15=12750 12750
April-November 17000˟8=136000 136000
Total 148750
Average daily earnings = 148750. (8 ˟ 29.3 + (29.3/31˟21) = 148750: (234.4 + 19.84) = 585.08 rubles
Compensation amount = 585.08 ˟ 21 = 12286.68 rubles
The salary for 11 working days in December was 17,000/22*11=8,500 rubles.
The accounting records reflect the following transactions:
D-t 20 K-t 70 – 8500 rub. payroll;
D-t 20 K-t 70 – 12286.68 rub. calculation of compensation payments;
D-t 20 K-t 69.1 – 41.57 rub. ((8500+12286.68) ˟ 0.2%)) calculation of contributions for industrial injury insurance;
D-t 20 K-t 69.1 – 602.81 rub. ((8500+12286.68) ˟ 2.9%)) contributions to the Social Insurance Fund;
D-t 20 K-t 69.2 – 4573.07 rub. ((8500+12286.68) ˟ 22%)) contributions to the Pension Fund were accrued;
D-t 20 K-t 69.3 – 1060.12 rub. ((8500+12286.68) ˟ 5.1%)) contributions to the FFOMS have been accrued;
D-t 70 K-t 68 “Calculations for personal income tax” – 2702.27 rubles. ((8500+12286.68) * 13%)) personal income tax withheld;
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Procedure for calculating compensation for unused vacation
Calculation example No. 2.
Employee Ivanov quits on March 25 of this year. The last time he was on vacation was from December 1 to December 28 of the year, i.e. the vacation was not used for more than 2 years. The accounting year is from March 1 to February 28 of the year.
Let's determine the quantity:
The salary from January to June was 18,000 rubles, from July – 20,000 rubles. Provided that no other payments taken into account in the calculation were made, applying the formula, we obtain:
Average daily earnings = (18,000 ˟ 4) + (20,000 ˟ 8) :12. 29.3 = 659.84 rubles
Compensation amount = 659.84 ˟ 63 = 41569.92 rubles
Let's calculate personal income tax 41569.92 ˟ 13.100 = 5404.09 rubles
Amount in hand = 41569.92 – 5404.09 = 36165.83 rubles.
When issuing it in person, you should take into account all deductions paid by the employee. For example, alimony is collected from all types of income, therefore, from compensation too.
So, the procedure for calculating compensation payments is very simple, but it requires care and adherence to the correct calculation algorithm.
LEAVE WITH SUBSEQUENT DISMISSAL
Legal basis: Labor Code of the Russian Federation, Art. 127
1. The employee submits an application for leave with subsequent dismissal and submits an application for dismissal.
Upon written request from the employee, unused vacations may be granted to him with subsequent dismissal (except for cases of dismissal for guilty actions). In this case, the basis for dismissal may be the employee’s own desire, transfer to another employer, agreement of the parties, as well as other grounds. In the first two cases, the employee writes a letter of resignation; in the third case, an agreement to terminate the employment contract is drawn up. In all cases, the day of dismissal will be considered the last day of vacation.
Providing an employee with unused vacation followed by dismissal is the right of the employer, and not his obligation (letter of the Federal Service for Labor and Employment dated December 24, 2007 N 5277-6-1).
An employee may not take all unused vacation, but only part of it, and for the rest of the period receive monetary compensation upon dismissal.
An application for leave with subsequent dismissal and an application for dismissal (in our example, this is an application for dismissal at the initiative of the employee) are drawn up in any form addressed to the head of the organization. Next, resolutions of the head of the structural unit and the head of the organization are affixed to the applications.
When granted leave with subsequent dismissal, the employee has the right to withdraw his resignation letter before the start date of the leave. if another employee is not invited to take his place by way of transfer (Article 127 of the Labor Code of the Russian Federation).
Vacation pay must be paid to the employee no later than three days before the start of the vacation (Article 136 of the Labor Code of the Russian Federation), therefore, the application for vacation must also be submitted no later than 3-4 days before its start.
2. Drawing up an order to grant leave to an employee.
The order (instruction) on granting leave has a unified form - No. T-6 (on granting leave to an employee) or No. T-6a (on granting leave to employees), approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1.
Vacation pay must be paid to the employee no later than three days before the start of the vacation (Article 136 of the Labor Code of the Russian Federation), therefore, the order must be issued no later than 3-4 days before the start of the vacation.
Don't forget to make any necessary changes to your vacation schedule.
3. Registration of the order in the Journal of Registration of Vacation Orders.
4. Drawing up a note-calculation on granting leave to the employee.
The calculation note for granting leave to an employee has a unified form No. T-60, approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1.
5. Familiarization of the employee with the order to grant leave against signature.
6. Making an entry about the vacation in the employee’s personal card.
7. Drawing up an order for dismissal.
When an employee is granted leave with subsequent dismissal, all settlements with the employee are made before the employee goes on leave, because in fact, the employment relationship with the employee terminates from the moment the vacation begins (clause 1 of the letter of the Federal Service for Labor and Employment dated December 24, 2007 No. 5277-6-1). Therefore, an order to terminate the employment contract must be issued before the start of the vacation.
An order (instruction) on termination (termination) of an employment contract with an employee (dismissal) has a unified form - No. T-8 (on the dismissal of an employee) or No. T-8a (on the dismissal of employees), approved by the Resolution of the State Statistics Committee of the Russian Federation of January 5, 2004. No. 1.
8. Registration of the order in the Register of Orders for Personnel.
9. Drawing up a settlement note upon termination of an employment contract.
Payments to the employee are made on the last day of work (monetary compensation is paid for unused vacation, wages and other payments due) (Part 4 of Article 84.1 of the Labor Code of the Russian Federation).
The settlement note upon termination (termination) of an employment contract with an employee (dismissal) has a unified form - No. T-61. approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1.
The personnel employee fills out only the first page of form No. T-61, the back side is filled out by the accountant.
10. Familiarization of the employee with the dismissal order against signature or drawing up an act of refusal to familiarize himself with the order.
In the event that the order to terminate the employment contract cannot be brought to the attention of the employee or the employee refuses to familiarize himself with it against signature, a corresponding entry is made on the order.
11. Making a record of termination of the employment contract in the employee’s personal card.
12. Making an entry about the termination of the employment contract in the employee’s work book.
When granting leave followed by dismissal, the day of dismissal is considered to be the last day of leave (Article 127 of the Labor Code of the Russian Federation), therefore, in column 2 of the employee’s work book, the entry on dismissal must be dated exactly the last day of leave.
When an employee is dismissed (termination of an employment contract), all entries made in his work book during his time working for this employer are certified by the signature of the employer or the person responsible for maintaining work books, the seal of the employer and the signature of the employee himself.
13. Issuance of a work book. Entry in the Book of accounting for the movement of work books and inserts for them.
Article 84.1 of the Labor Code of the Russian Federation indicates that the employer is obliged to issue the employee a work book on the day of termination of the employment contract, which in all cases is the employee’s last day of work.
This provision is confirmed in paragraph 1 of the letter of the Federal Service for Labor and Employment dated December 24, 2007 No. 5277-6-1. The employer is obliged to issue a work book to the employee before going on vacation, i.e. on the last day of work.
The receipt by the employee of his work book is confirmed by a corresponding entry in the Book of Accounting for the Movement of Work Books and Inserts to them.
If on the day of the employee’s dismissal (termination of the employment contract) it is impossible to issue a work book due to the employee’s absence or his refusal to receive the work book in hand, the employer sends the employee a notice of the need to appear for the work book or agree to send it by mail. Sending a work book by mail to the address specified by the employee is permitted only with his consent.
14. Issuance to the employee of a salary certificate for the last two years, as well as duly certified copies of documents.
On the last day of work, the employer is obliged to issue the employee, upon his written application, documents related to work (Part 5 of Article 80 of the Labor Code of the Russian Federation).
Since this year, due to changes in the rules for paying sick leave, on the day of termination of work, the employer is obliged to issue a certificate confirming his earnings for the last two years (Order of the Ministry of Health and Social Development of Russia No. 4n dated January 17).
Note to HR:
During illness during the period of vacation followed by dismissal, the employee is paid temporary disability benefits, but the vacation is not extended by the number of days of illness (letter of the Federal Service for Labor and Employment dated December 24, 2007 No. 5277-6-1).
If the last day of work of the resigning employee falls on the day off of the personnel employee and accountant, the issuance of a work book, copies of other documents related to work, and the final payment must be made on the first working day following the last working day of the employee. According to Part 4 of Art. 14 of the Labor Code of the Russian Federation, if the last day of the period falls on a non-working day, then the day of expiration of the period is considered to be the next working day following it.
