Termination Notice: Termination Sample

It is not enough to conclude an employment contract, it is still necessary to competently approach the issue of its termination. To avoid various problems and conflicts, let’s look at an example of how to draw up a notice on termination of a fixed-term employment contract. And knowing these nuances, it is possible to apply them in practice with respect to other contracts that strengthen labor relations.

When necessary

A citizen can be employed either by oral agreement or by signing an employment contract. The latter is most preferred. The document prescribes the fulfillment of labor obligations and, having it in your hands, you can defend your rights in court proceedings.

Among other classifications, employment contracts are divided into:

1. Urgent. An agreement between the parties, which is concluded for a certain period of time and is indicated in the document itself.
2. Perpetual. An agreement concluded between the parties on an ongoing basis. It should stipulate all aspects of the employee's work in a particular organization.

Notice of termination of a fixed-term employment contract (a sample of which is presented below) is a mandatory procedure for any employer. This document is required in the following circumstances:

• return of the replacement employee;
• depriving an employee of the right to work;
• lack of professionalism of the employee due to the low level of qualification;
• unwillingness of the employee to reassign to another position.

To terminate an urgent labor relationship with an employee, you must have documentary evidence of the expiration of the term.

If a temporarily absent employee has come to work, then an appropriate order must be prepared to restore him to his workplace. After the expiration of the contract validity period, the document itself confirms the terms of its validity.

If after checking by an employee of the personnel department the legality of the grounds for dismissal is confirmed, he must draw up and send a notice to the employee about the termination of the fixed-term employment contract.

The form

As such, the legislation has not established a unified form of notification. Each organization can draw up its own form. It is important that the document contains the main points: the reason for dismissal, information about the parties to the contract. The notice must be signed by the authorized person and the employee who received it. A document is made in duplicate. This is done so that in the future the employer could confirm the legitimacy of his actions upon dismissal.

After receiving the notice, the employee must sign his receipt, which indicates his consent to the dismissal.

The following is a notice of termination of a fixed-term employment contract with the director - sample.

Such a notice is only an example and can be applied to any employee of the organization working under a fixed-term contract.

Rules for registration

Notification must be presented in writing only. It is important when compiling the document to comply with all legal principles: no mistakes must be made, the reasons must be formulated correctly, and if the termination occurs unilaterally, this fact is also indicated in the notification.

The following information must contain a notice of termination of the fixed-term employment contract:

• an indication that this notice;
• full details of both parties;
• name of the recipient;
• the full content of the letter (number of the agreement, the number when it was concluded, a link to the paragraph where the terms of the contract are indicated, the reason for termination);
• an indication of the requirements for the employee (if any have a place to be).

The document must be signed by an authorized person and contain the seal of the organization.

Experienced personnel advise to register the notice of termination of the fixed-term employment contract as outgoing and send it by registered mail.

What organizations should know

There are a number of organizations to which the manager is obliged to report the dismissal of an employee. These include:

• military registration and enlistment office (in the case when an employee is subject to military registration);
• migration service (in the case when a foreign citizen is employed, the term for notifying the service is no more than 3 days).

Also, the manager must provide a quarterly report to Rosstat on the number of hired and laid-off workers.

The Federal Tax Service, the Federal Migration Service and the FIU do not need to be notified, because according to the reports provided, it will be clear which employees are registered and which are fired.

How to inform an employee

Since only the head of the organization can make a decision on termination of labor with a conscript, then only he or an authorized person can provide notice of termination of a fixed-term employment contract.

There are several ways to familiarize an employee with a document:

1. Hand in person directly at the workplace.
2. Send by registered letter with an inventory (relevant in the absence of an employee at work or in case of refusal to sign a document in the first case).

After the notice of termination of the fixed-term employment contract (the sample was submitted earlier) is received, and the employee signed in to receive it, you can prepare documents for dismissal.

If the employee refused to sign the notification, the officer should do the following:

1. Draw up a refusal act. This is done in the presence of several witnesses.
2. Register the fact of refusal in the journal.
3. Issue an order to dismiss form T-8.
4. Register the document in the journal.

An example of writing an act of refusal to accept a notification is presented below.

The timing

The notice period for termination of the fixed-term employment contract is three business days. But there are situations when the indicated dates change. These include:

• staff reduction: employees must be notified two months before dismissal;
• liquidation of the enterprise: the notice should also be given two months later, but the employee can be dismissed at any time before the expiration of the specified period, but with the mandatory payment of all benefits and compensations.

The notification procedure is not complicated and shows the employee the correct attitude of the employer towards him.

Standard notice of termination of a fixed-term employment contract (sample), delivery term - no later than 3 days from the date of the decision to dismiss:

When notice is not needed

There are situations when you can not send a notification:

1. A temporarily absent employee comes to work (the contract was signed for the period of his absence).
2. The work is performed according to the conditions specified in the contract (the basis is the act of work performed).
3. End of season (if an agreement was signed for work in the season; the basis is the official end of the season).

All these items should be spelled out in a specific fixed-term employment contract.