Sample letter of resignation. The procedure for dismissal with an internal part-time job

How to fire a part-time worker at the initiative of the employer , is sometimes of interest to employees of the personnel department who have received the appropriate order from the management. In our material, we will consider the features of the dismissal of part-time workers and the rules for its execution.

Labor Code of the Russian Federation on the dismissal of a part-time employee by decision of the employer

The Labor Code of the Russian Federation contains a number of rules on part-time work and termination of an employment contract with such employees. Analyzing them, you can see that for the most part the process of dismissal of a part-time job does not differ from the dismissal of other categories of workers, although there are still some features.

At the same time, the differences largely depend on the type of combination, that is, on whether it is internal or external. In itself, part-time work is the performance of labor duties by an employee in another position during the time free from the main job. If an employee performs them within the same organization, then such a combination will be considered internal, but if we are talking about different employers - external.

Separately (in Art. 60.2) the Labor Code of the Russian Federation highlights the combination. It should not be confused with part-time work, since labor duties in this case are performed within the framework of working hours in the same organization.

Grounds for dismissal of a part-time job (both external and internal) at the initiative of the employer

As mentioned above, the vast majority of grounds for terminating an employment contract are the same for all employees, including part-time workers. That is, at work at the same timeatemployer-initiated volition possible in the following cases:

1. Liquidation or termination of the activities of the employer or division located in a locality other than the location of the head office.
2. State cuts.
3. Identified by the results of certification of insufficient qualifications of a part-time worker.
4. Repeated cases of non-performance by a part-time job, if there is an outstanding disciplinary sanction.
5. A gross single violation by a part-time worker of duties, which are:
   • absenteeism;
   • appearing at work in a state of any kind of intoxication;
   • disclosure of personal data of employees or secrets that became known in connection with their work;
   • committing theft at the place of work;
   • violation of safety regulations that caused or could have caused serious consequences;
   • provision of false documents for employment.
6. Loss of trust in connection with the commission of guilty actions by a part-time worker.
7. Providing false information about income, non-settlement of conflicts of interest, etc., if such an obligation is imposed on the part-time worker by law by virtue of his position.
8. Committing an offense contrary to moral standards, which is incompatible with further work in this position (relevant for teaching staff).

IMPORTANT! If an immoral act or other actions that led to a loss of confidence are not related to the employee’s work, he can be dismissed within a year from the moment such an offense was discovered (part 5 of article 81 of the Labor Code). All disciplinary acts of part-time workers are recorded in the general manner, that is, in the same way as the misconduct of other employees.

Separately, we single out the grounds for the dismissal of chief accountants, managers and deputy heads, which apply, among other things, to persons holding these positions part-time:

• change of ownership of the employer's property;
• adoption of an unreasonable decision that caused the loss or illegal use of the property of the employer or causing harm to him.

The change of ownership of the employer's property does not become the basis for the dismissal of anyone other than the specified categories of employees. However, part-time workers holding other positions have the right to independently make such a decision - in this situation, dismissal will follow on the grounds provided for in paragraph 6 of Art. 77 TK.

IMPORTANT! The only ground for dismissal, which applies exclusively to part-time workers, is given in Art. 288 of the Labor Code of the Russian Federation - hiring an employee for whom the position held by a part-time job will become the main one.

Like other employees, part-time employees cannot quit at the request of the employer if they are on vacation or on sick leave.

Dismissal of an internal part-time worker due to staff reduction or due to insufficient qualifications

Dismissal of an internal part-time worker at the initiative of the employer based on the results of certification or staff reductions, they mostly occur without any special features. They, like other employees (including external part-timers), undergo certification in the manner prescribed by federal and local regulations, and are informed about staff reductions at least 2 months before dismissal. However, they need to extend the provisions of Art. 81 of the Labor Code of the Russian Federation.

Difficulties arise only if the internal part-time worker has not passed certification in the main position. In such a situation, he must first be offered to take as the main position, which he holds part-time (provided that his qualifications correspond to it). Let's consider this situation in detail.

So, if the employee could not confirm his qualifications for the main position, the Labor Code of the Russian Federation obliges the employer to offer him another vacancy, to which it corresponds. If this is the position that the employee is currently holding internally, then he has the right to take it as the main one.

However, in such a situation, there is a certain legal conflict, since the employer cannot offer the employee a place occupied (albeit by him). It seems that for the correct execution of such a dismissal, it is necessary to first terminate the employment contract in combination, dismissing the employee by agreement of the parties or on the basis of Art. 288 of the Labor Code, and conclude a new one - on admission as a main employee.

Dismissal of a part-time worker in connection with the hiring of a new employee

As the title of Art. 288 of the Labor Code of the Russian Federation, it can be applied exclusively to a part-time job, while there are no restrictions on whether it is internal or external. We are talking about dismissal in connection with the employment of another employee who will hold this position as the main one. For this reason, only a part-time worker who has concluded an open-ended employment contract with the employer is dismissed, while this basis is not applicable to employees under fixed-term contracts.

To comply with the dismissal procedure, it is necessary to inform the part-time worker about the upcoming termination of the employment contract at least 2 weeks in advance. He must work this time, unless otherwise agreed between him and the employer. The law does not give a strict form of notification, but in any case it should contain a reference to Art. 288 of the Labor Code of the Russian Federation, a clear expression of the intention to dismiss the employee and an indication of the date of termination of employment. In order to avoid challenging the fact of informing in court, it is worth drawing up a notice in 2 copies, one of which is transferred to the employee, and the second (with the signature of the dismissed person about familiarization) is kept by the employer.

After that, a dismissal order is drawn up. For convenience, the T-8 form can be used with the obligatory indication of Art. 288 of the Labor Code of the Russian Federation, numbers and dates of the notice of the upcoming break in labor relations.

Note: although dismissal under this article is not considered by the Labor Code as a basis for the payment of severance pay, this form of support for a dismissed employee may be provided for by an employment or collective agreement or other local regulatory act.

The procedure for dismissal of a part-time worker and its features

In general, the procedure for dismissing a part-time job remains the same as for other employees, and consists of 3 main stages:

1. Fixing the existence of grounds for dismissal (drawing up acts on the discovery of disciplinary offenses, notices of staff reductions or the admission of an employee to this place as the main one, etc.).
2. Issuing a dismissal order and familiarizing a part-time employee with it.
3. Making an entry in the work book (at the request of the dismissed person), issuing all documents requested by the employee and making payments due to him.

Talking about how to fire an external part-time worker on the initiative employer, we note that the work book of such an employee remains at the main place of work and is not handed out to make a record of dismissal. Such information is entered into the work book at the request of the employee. To do this, you must submit a document confirming the dismissal to the personnel department at the main place of work.

The procedure for dismissal of an employee by combination

Art. 60.2 of the Labor Code of the Russian Federation provides for the possibility of imposing additional duties on an employee in another profession or position. Such duties are performed by the employee at the same working time as the main ones at the same enterprise. Such activity is called combination and, unlike part-time employment, does not require a separate employment contract - the written consent of the employee and the issuance of the corresponding order by the employer are sufficient.

Both the employer and the employee have the right to terminate the combination by notifying the other party in writing at least 3 days in advance. At the same time, the TC does not oblige the parties to argue such a decision.

Since a separate employment contract is not concluded when combining with an employee, an order to dismiss him is not required if he refuses it (usually an order is drawn up to cancel the combination). If the employee leaves the main place of work, the combination stops automatically.

In conclusion, it remains to be said that, although the termination of the employment contract with an internal part-time worker due to staff reduction or the results of certification has some peculiarities, and entries in the work book are made exclusively at his request, otherwise the dismissal of part-time workers occurs in the same way as in the case of ordinary employees (i.e., occupying one position).

Part-time work is a labor activity that does not last the whole working day. At the same time, the employee constantly does certain work, but at the same time his main place of work is different.
Part-time work can be internal (both jobs are in the same organization) or external (the main job is in one organization, and part-time in another).

An employee who performs his labor duties part-time is without fail officially registered for work by signing an employment contract with him, which means that part-time dismissal must take place in strict accordance with the provisions of the Labor Code of the Russian Federation.

Dismissal from part-time work may occur due to the following reasons:

• admission to the position of part-time permanent employee;
• downsizing;
• employee initiative;
• expiration of the employment contract;
• agreement of the parties;
• violations of labor discipline, entailing dismissal;
• other grounds provided for by the Labor Code of the Russian Federation.

Dismissal at the initiative of a part-time worker

The termination of employment relations with a part-time job on his initiative goes about the same as the dismissal of the main employee: the part-time job draws up a letter of resignation, after which the employer puts his resolution on it. After that, a dismissal order is issued.

The part-time worker will have to work out the two weeks established by law, with the exception of the grounds that exempt him from this obligation. In addition, like the main employee, the part-time worker can agree with the authorities to cancel this two-week period or reduce it.

The day of dismissal of a part-time worker cannot be a holiday or a day off, since on the day of dismissal, a calculation must be made with the employee and a work book issued.
If the work book of an external part-time job is located at the place of his main job, he must be asked to provide it against signature, and then take it to the place of dismissal to enter the necessary information into it.

When it comes to the dismissal of an internal part-time job who wants to refuse additional work, but remain in the main position, he needs to notify the employer three days before the non-fulfillment of additional duties.

If the employee plans to leave both jobs, terminating the employment relationship with this employer, then he is fired in the general manner. At the same time, two entries are made in the work book: first, information is entered on the main place of work, after which an entry is made regarding part-time work.

Part-time dismissal at the initiative of the employer

A frequent situation of termination of an employment contract with a part-time job is a reduction in the staff of the organization. The procedure for such a dismissal is no different from the dismissal of other employees: 2 months before the moment of dismissal, the employee is informed about the upcoming reduction, an order is issued to change the structure of the organization and staffing. A part-time job, like other employees, should be offered the vacancies available to the employer. He was also guaranteed severance pay. The order of reduction of part-time workers does not have any differences: if a pregnant woman works part-time, she cannot be fired. The same applies to family persons who are considered the sole breadwinners, and other persons established by the Labor Code of the Russian Federation.

The employer may decide to dismiss the part-time worker even if the main employee is found for the position of part-time worker. This can be done even when the employment contract is concluded without specifying the validity period.

As with the main employee, it is possible to terminate an employment contract with a part-time worker for a gross or repeated violation of labor discipline, in particular, for absenteeism. We are talking about a situation where an employee was absent from work all day or more than four hours. In a situation where the working day of a part-time worker has a duration of less than four hours, then it is possible to dismiss him for being absent from the workplace on a certain date. The procedure for dismissal for absenteeism does not differ from the usual one and includes demanding an explanation from a part-time worker.

How to dismiss a part-time worker at the initiative of the employer? This issue is directly regulated by the Labor Code of the Russian Federation and is decided depending on the type of part-time job. The procedure for dismissal and the mark itself in the work book (TK) differs from the well-known procedure for breaking labor agreements and documenting this fact.

Termination of an agreement

There is external and internal part-time work, possible only in free time. In the first case, we are talking about an outsider who works in another company, but comes to you only on a part-time basis (up to 4 hours a day), in the second - about a colleague from a neighboring or the same department, who agreed to take on additional duties and work during working hours. Both types are drawn up by an employment contract, and in both cases, part-time dismissal occurs in different ways. This is due to the fact that the shopping mall is stored only at the place of work where the employee is registered and works full time.

The dismissal of an internal part-time worker at the request of the company is possible only if a warning is issued to him 14 days before the final termination of cooperation, with a reduction in staff - 2 months in advance. Since the shopping mall is located with the same employer, after leaving one position, he continues to work in his main place.

The management issues an order (instruction), which indicates the reason for the termination of cooperation. Upon termination of the contract, all guarantees and severance benefits apply to the part-time worker, as well as to the main employees. If we are talking about a reduction, then the company is obliged to offer the employee another position to choose from, and the part-time job can be fired only if he refused another position or the company does not have the opportunity to offer any other options.

The most common reasons for non-cooperation:

• the desire expressed by the retired person himself;
• the initiative of the authorities (for absenteeism, non-compliance, etc.);
• layoffs;
• termination of the employment contract;
• when the company moves to another region;
• hiring a person who is ready to work full time for this position;
• in connection with the closure or bankruptcy of the company.

The dismissal of an employee to reduce staff is accompanied by the payment of benefits. In fact, he is the same employee as everyone else, he simply combines several positions.

The dismissal of a part-time worker of his own free will implies notification of this to the authorities. In the period from 3 to 14 days, it is supposed to work out, unless, of course, there are no good reasons for canceling this rule or an agreement is reached on this issue between the boss and the subordinate. A period of 3 days is provided if the employee has not passed the probationary period. In this case, compensation payments are not made, but the calculation is necessarily made. An entry is made in the Labor Code under the serial number and indicating the number of the director's order. If a person leaves the company and wants to be fired both in the main and in the additional position, then one entry is made - for the main position.

In this case, there is a separate payment procedure. In addition to the salary, a full-fledged vacation (28 days) is laid. If it was not used (this is quite possible, because the employee already has a vacation at his main job), then compensation is paid.

Part-time and main work

The dismissal of a part-time job at the initiative of the employer, if we are talking about external part-time work, does not automatically make him the main employee in this company. To do this, you need to quit and take shape in accordance with all the rules, i.e. be accepted into the state and work not 4, but at least 8 hours a day. The employee should have an entry in the shopping mall, where the date of admission and the number of the order will be indicated. All this cannot be done if the worker is not going to leave the first job.

You can dismiss an external part-time job for various reasons, but the most common is the hiring of a new employee who will work in this position full time. Naturally, they must pay in full to the person who combines positions and, at his request, issue copies of all the certificates he needs. On the eve of dismissal, an employee can go on vacation if he is entitled to it and coincides with the one laid down for the main position. Usually rest days are summed up and additional ones are added to them.

It is forbidden to dismiss:

• an employee who is pregnant or caring for a small child;
• single parent;
• parent of many children.

The employer may terminate the contractual relationship due to absenteeism, systematic violation of discipline, in case of non-compliance with the requirements put forward and for many other reasons. The dismissal of a part-time worker for such good reasons cannot be a reason for terminating cooperation in the main job.

The dismissal of a part-time worker at the initiative of an employee occurs in a similar way, it is simply preceded by a personal statement of intent to terminate cooperation. Like an ordinary able-bodied citizen, a combining person has the right to rest and to pay for temporary disability.

The dismissed internal contributor, as well as the external one, can appeal in court the fact of termination of the employment relationship. If he considers the reason for the breakup illegal, he can file a lawsuit at the location of the defendant (in the district court). The status of an internal employee may change. If the management decides that he is more needed at the combined job than at the main one, then he can be transferred (an appropriate order is issued and an entry is made in the Labor Code). When moving to the main place, the employee will already work full time, and not 4 hours.

Part-time payouts

As we have already said, certain payments are due upon dismissal of a part-time worker. The company pays him all due earnings, compensation for vacation for all time and severance pay (in the event of closing the company or downsizing). The amount of the allowance is one salary, while for the main employees the average salary is kept for 2 months. Thus, internal part-time workers, who are likely to be laid off and in the main place, find themselves in a privileged position.

The situation may change if you provide the shopping mall, which indicates that the main place has been lost. In this case, the average earnings at a part-time job are saved not for one, but for several months.

The benefit is not paid if you leave of your own free will or due to the fact that a new employee has appeared who is ready to work 8 hours a day. To figure out what the amount of compensation for unused vacation will be, you can check in advance in the accounting department how many days have been used from the moment indicated in the Labor Code as a job.

Please note that there are professions, such as teachers and university teachers, for which paid, but at the same time extended vacation is provided - up to 56 days a year. And this is despite the fact that it is teachers who often work part-time in one or different universities, reading different disciplines.

The annual paid holidays of part-time workers coincide with the holidays for the main job. This is a legal requirement that cannot be broken. If half a year has not been worked out at the second job, then the rest can be issued in advance.

Part-time employment is a fairly common phenomenon, and is often used by the employer in practice. Employees hired under such conditions do not work full time, but only perform certain duties at a time when they are free from their main job. Compatibility can be external and internal. In the second case, this is the main and additional work in one enterprise. Labor relations of this category must be formalized.

Registration for work and dismissal of a part-time worker

The employer should not forget that the part-time worker has the same rights as all other employees. In this regard, registration for work or his dismissal should be carried out on a general basis. The first step is carried out in three stages:

• drawing up and submitting an application containing a request for employment (an external part-time worker in the personnel department of the enterprise must provide a passport and a document on education);
• signing an employment contract (fixed-term or open-ended) by the parties;
• issuing an order stating that a person has been hired on an internal or external part-time job.

And remember that when applying, you do not need to provide an extract from the work book or a copy of it. Close attention should be paid to the employment contract, it is its provisions that play a decisive role when the question of dismissal of a part-time job arises. Otherwise, the procedure will be the same as for the main employees.

The (labor) contract for part-time employees is the same as for the rest. It can be permanent or temporary. It is this point that is of great importance when dismissing. Having an urgent character, the employment contract must also have an end date - a calendar date or before the onset of a certain event, for example, the end of seasonal work or repairs. In the indefinite version, this should not be, it acts constantly exactly until the moment when the part-time worker is dismissed of his own free will. Let us dwell on the issues of termination of the contract (labor) in more detail.

What are the grounds for dismissal?

The answer to this question is the same - the same as for the main employees. Dismissal cannot be carried out during the period of vacation (regular or maternity, for example), sick leave. The date when the employment contract will be terminated, in this case, cannot be earlier than the end of these events. If an employee was hired for a certain period, then he can be dismissed only after its expiration and nothing else. There are, of course, exceptions, for example, disciplinary sanctions and violation of internal regulations, liquidation of the organization, but that's another story.

The dismissal of a part-time worker can be made in three cases:

• at the initiative of the employer (change or reduction of the staff of the organization);
• at the employee's own request;
• by mutual agreement of the parties to the employment contract.

Voluntary dismissal

This is the right of any employee, and it must be drawn up in accordance with the legislation of the Russian Federation. The procedure is as follows: writing and filing an application, preparing and issuing an order, dismissal.

Very often, the employer raises the issue of a two-week working off. There is no such concept in the current Labor Code. The situation is as follows: the employee must notify the employer at least two weeks in advance. The period starts from the day following the submission of the application. The dismissal of the part-time worker and the main employees can be made earlier if the parties agree on this. And the second nuance is that a person is not required to be at the workplace within the specified two-week period. He has every right to take sick leave or go on vacation, and the terms of dismissal do not change and are not postponed.

Internal part-time worker: the subtleties of dismissal

The order is observed in general, but with small nuances. So, the dismissal of an internal part-time job does not mean the termination of the contract with him for the main position. Let's take a closer look. What is an internal collaborator? An employee of an organization who, in his own organization, during off-hours, i.e., free time, performs any other, additional duties. Dismissal as a part-time job is done by order with the obligatory indication of the reasons and grounds. The main position is not affected, it is retained by the employee. The reverse situation is also possible. In any case, an order must be issued for each of these actions.

Reduction of a part-time worker

Guarantees of labor rights are provided to employees on a par with the main employees, but duties too. Legislatively, the possibility of reduction is not excluded. Compliance with the established order is mandatory for execution. The dismissal of an external part-time job and an internal one for staff reduction is similar to that procedure in relation to the main employees. Namely, the employer is obliged to notify 2 months in advance that changes will be made to the staffing table of the organization (an order is issued about this). During this period, until the day of dismissal, the part-time job should be offered other vacant positions, if any. Free vacancies can be with lower pay, not so interesting and prestigious. You can refuse them, and then the dismissal of the part-time worker to reduce the state within the prescribed period is issued. The severance pay is calculated in the same way as for the main employees: when calculating (average monthly earnings) and for another two months if the person does not find a job during this period.

It is important to know that when reducing, there are no differences between the main employee or part-time worker, and discrimination of rights according to this principle is illegal. This statement is also confirmed by judicial practice. You can always file a complaint if you think your rights have been violated.

Dismissal of part-time workers at the initiative of the employer

In this option, the employment relationship can be terminated on a general basis. Firstly, for repeated and gross violation of the internal labor regulations of the institution. Modern labor legislation provides for three types of disciplinary sanctions: dismissal, reprimand, remark. All of them can be applied, the main thing is to follow the procedure and deadlines (fixing the violation by drawing up an act, demanding explanations, punishment).

Secondly, the dismissal of an external part-time worker, even under an indefinite employment contract, is possible when another employee is found in his place, for whom this particular job will be the main one. It is important to know that the employer must follow a certain procedure. He is obliged to notify at least 14 days before the day of dismissal of the part-time job in writing (according to Article 288 of the Labor Code of the Russian Federation).

Thirdly, in connection with the end of a fixed-term employment contract in the event that the employer does not wish to extend it.

Calculation of severance

Regardless of the reasons for dismissal, the employee must be calculated on the day of his dismissal. The number of payments includes wages, compensations provided for by the collective and labor agreements, for unused vacation. On the same day, the employee is given a duly completed work book. We recommend that you always read the entries made in it, errors are common and it is better to correct them on the spot right away. Thus, monetary compensation upon dismissal of a part-time worker is similar to that given to the main employees. True, there are small nuances regarding the annual main vacation. Let's dwell on this issue separately.

Vacation compensation

The legislator established that the vacation of an employee working part-time must coincide with that provided at the main place. Therefore, it is often provided in advance. This fact must be taken into account when calculating vacation compensation for a part-time worker upon dismissal. If there was an advance payment, then a deduction will need to be made for the overused days of the required annual rest. You can not take vacation at an additional place of work, but take only monetary compensation - this is the right of the employee.

Sample letter of resignation

NOTIFICATION

about termination of the employment contract

Dear Felix Petrovich!

We hereby inform you that, in accordance with Article 288 of the Labor Code of the Russian Federation, the employment contract No. 41 dated December 31, 2013, concluded between you and Vasilek OJSC, will be terminated on January 17, 2016 in connection with the employment of an employee for whom this work will be the main one.

CEO

JSC "Vasilek" /Signature/ V. V. Vasiliev

How to write an order for the dismissal of a part-time worker?

This document is filled out in the prescribed form, which should be in every personnel officer. Below is a sample of the dismissal of a part-time job in terms of some of the wording. The reason line indicates the reason in accordance with the article of the Labor Code of the Russian Federation. For example, Art. 288 (on the admission of an employee for whom this work will be the main one). Below, in the line "Basis (document)", the notification that was sent to the part-time job and the employment contract (date and number) are indicated. It is important to acquaint the former employee with the order within the established time frame - 3 days from the date of its issuance.

Employment book: what to write?

Entering information about part-time employment is carried out at the request of the employee at the main place of his work. But the first step is to write a statement addressed to the head of the personnel service or the specialist responsible for maintaining work books. It is written in free form. Approximately in the following form: “I ask you to make an entry in my work book that I work part-time.” The procedure for entering information is the same as when registering for the main place.

If an external part-time job is being issued, you need to be prepared to provide data from another employer. Namely: an employment contract and a copy of the order on its conclusion or an extract from it. In addition, ask the personnel department for a certificate confirming the part-time job. It must be signed by the head.

If there is a dismissal of a part-time job (internal), then an entry about this should also be made in the work book, the seal and signature of the responsible person are not put. This does not apply to the main position of the employee.

In the case of external combination, difficulties sometimes arise. Let's look at two situations. The first is when an employee leaves the main place and gets a job in another organization, where he was a full-time part-time job. In this case, the procedure will be as follows:

• resign from the main place and make entries in the work book;
• resign from a part-time job, while an order is issued that must be submitted to the main job and on its basis an entry will be made in the work book;
• drawing up an application for employment and issuing an appropriate order.

The second common case is dismissal from the main place of work, but part-time work in another organization is preserved. Then only one entry is made in the work book. If in the future a person decides to resign from a part-time job, then the organization in which he gets a job as a main employee will make a record of this.

The issues of part-time work in practice are extremely confusing. Therefore, it is so important to follow the procedure and rules for registering such an employee from the very beginning. Terms, grounds and compensation for the dismissal of a part-time job are the most common causes of disagreement. Prepare the documents correctly, this will help to avoid misunderstandings and possible litigation.

How to dismiss a part-time worker at the initiative of the employer? Are there grounds for this other than those listed in Art. 80 of the Labor Code of the Russian Federation? Read about everything in our article

Read our article:

How to dismiss an external part-time worker at the initiative of the employer: article 288 of the Labor Code of the Russian Federation

Some employees may avoid giving notice, believing it will save them from being fired. However, it is not. If he refuses to receive the document, it may be read orally in the presence of several witnesses. A note about this is put on the letterhead of the employer with the signatures of witnesses.

If it is impossible to perform the above actions, the notification may be sent to the part-time job by registered mail with a receipt and a description of the attachment. At the same time, to the notification period of 14 calendar days, it is worth adding the period for sending the letter and a couple more days “in reserve”. Since the correspondence may be delayed or the letter may not be received immediately. And with this method of notification, the countdown begins from the moment the letter is received.

Step 2. Issuance of an order to dismiss a part-time job (a sample will be given below). The order is issued on a unified T-8 form or on a form approved by the company (since January 2013, the mandatory use of unified forms of personnel documents has been canceled Federal Law of December 6, 2011 No. 402-FZ “On Accounting”).

The grounds for termination in this case are indicated in the document - the employment of the main employee and a reference is made to Article 288 of the Labor Code of the Russian Federation.

Step 3. Issuing a certificate. At the request of the employee, information about part-time work can be entered in the work book. But only the employer at the main place of work can do this. Therefore, the dismissed person, at his request, must be given:

• a certificate indicating the dates of admission and dismissal, order numbers, as well as the position and structural unit;
• a copy of the employment order;
• a copy of the resignation letter.

Step 4. Final settlement and payment of amounts due. The dismissal of a part-time employee at the initiative of the employer does not imply the payment of severance pay. The payments are the same as if he left of his own free will, namely:

• unpaid wages for hours worked;
• accrued premiums and bonuses;
• compensation for unused vacation.

Dismissal of an internal part-time worker

Dismissal of a part-time worker at his own request

Such dismissal occurs on a general basis with a two-week working off. The launch of the procedure begins from the moment the application is submitted to the head.

By agreement, the period of working off can be reduced or it can be canceled completely. It is also possible to replace it with a vacation. To provide such an opportunity to a part-time worker or not is up to the employer.