The reasons for dismissal can be as many as you like - this is moving to a new place of residence, getting a new highly paid position, and others. However, this process is not always quick and easy. Dismissal by agreement of the parties can be considered the best option if the employee entered into an employment contract (TD) with the employer, but at the same time, few are aware of whether any payments are provided for in this case and how to properly observe all stages of the procedure for breaking the employment relationship.
What does dismissal mean by agreement of the parties
Already from the expression itself it is clear that a contract can be broken only when agreements are reached between two parties - the employer and the employee. This is the main feature and difference of the procedure from dismissal at will. Gap breakdown is possible with a fixed-term or unlimited contract. The main feature of the procedure should be called the fact that each of the parties is obliged to notify the second of such a decision.
At the initiative of the employee
If you turn to practice, you can see that more often the termination of the contract occurs at the initiative of the employee. If you decide to break off the employment relationship with the employer, you must warn the authorities about your desire by writing a statement. After that, the CEO imposes a resolution on the consent of management. If the employer does not agree, the subordinate may write another statement, for example, of his own free will.
At the initiative of the employer
The employer may also offer to terminate the contract before the expiration of its termination. This method is relevant when management wants to fire an employee, but there is no good reason for this. For this, a written notice is sent to the employee, which reflects the estimated date of termination of cooperation. For its part, the subordinate in case of disagreement may refuse or indicate his conditions. They can be set out in writing or consensus can be reached through negotiation.
Normative documents and laws
If we turn to the legislation, then no exact recommendations regarding the termination of labor relations between the employee and employers by mutual agreement can not be found. All questions lying in this plane relate to the practice existing in a single enterprise. Only in the Labor Code is there a small chapter under number 78, which states that you can break off cooperation at any time. In addition, it says that the initiator of the dismissal can be either one or the other side of the contract.
Termination of TD
Termination of TD by mutual agreement has recently gained popularity. This is due to the fact that for the procedure there is no need to prepare a large package of documents. The consent of the parties to the contract is the only condition of the procedure. Termination of the contract gives a person the opportunity to quit as soon as possible without unnecessary bureaucratic delays.
Simplicity and ease of design
If, for other reasons, the procedure for terminating cooperation between the employer and employees is not always simple and may take a long time, then in case of termination of the contract by agreement it is easy to resolve this issue, but only when the two parties agree to the signing. In addition, the law does not establish any timelines, so dismissal is possible even on the day of notification.
As regards the convenience of the procedure, it should be noted here that neither the employee nor the employer are required to notify each other in writing of their intention to terminate the cooperation. However, lawyers are advised to still adhere to the documentation of their desire. This will help to subsequently resolve issues regarding mutual claims and disputes in a judicial proceeding, where the drafted document will be provided as evidence.
Harmonization of the conditions of the procedure
In the wording itself, the main meaning is laid down - to terminate the TD, the parties must come to a mutual agreement. They can put forward their demands both in writing and orally. Achieving optimal conditions gives a good opportunity to get the most out of the procedure. Thus, compensation may be provided for an employee, and management, for example, may put forward conditions for mandatory processing of a certain period of time to transfer cases to a new employee or liquidate existing debts.
Modification and cancellation by mutual agreement only
The termination of relations by agreement of the participants in the TD has a distinctive feature - it does not have a reverse stroke. This means that the agreement cannot be canceled. However, in some cases, changes are possible, but only if, again, both parties agree. This circumstance distinguishes the procedure from leaving work at will, when the employee can withdraw his application.
As for the process of changing the agreements reached earlier, it is advisable to observe some formalities here. So, for example, if an employee sends a proposal to his management to amend the agreement in writing, then the employer is advised to answer him in writing, too, where to state his disagreement with the terms and conditions or express willingness to make concessions.
The possibility of dismissal of workers of any categories
If we turn to the legislative framework, we can see that it is possible to terminate cooperation with an employee at any time, regardless of whether an urgent or unlimited contract is concluded with him. This fact does not interfere with the dismissal of a subordinate during the vacation period or if he is on sick leave, but for this his consent must be obtained. The employer cannot unilaterally dismiss them.
The dismissal by agreement of the parties is often applied when the TD breaks with the employee who committed a disciplinary violation. This is beneficial to both parties, as the employer gets rid of an objectionable employee who receives a work book that does not indicate that he was fired "under the article." In addition, reinstatement is possible only by a court decision, which will be unrealistic to receive, because the citizen himself agreed.
It should be specially noted that the employer can dismiss a pregnant woman, but (!) Only if she herself expresses such a desire - there can be no other exceptions. Upon receipt of such a proposal, the employer must be careful, because if a woman was not aware of her situation before signing the agreement, and found out later, she has the right to withdraw the application for dismissal, and the trial court will be on her side.
What payments are due-
Russian law does not provide for any compensation payments when signing a mutual agreement. However, this does not mean that leaving work by agreement of the parties does not give any privileges to the subordinate, since you can always put forward your own requirements, especially if the initiative comes from the employer. In addition, the management of the organization must fully pay off the resigning employee, and the deadline for payments is considered to be the last day before leaving.
Pay for hours worked
To receive money, or rather salary for the time actually worked, including the last day you were at the workplace, as already mentioned, the employee must no later than the last day before leaving, which is specified in the agreement. This also applies to other accruals that are due to a person under a collective agreement. It can be all sorts of surcharges, annual financial assistance, etc.
In case of non-payment of due funds due to the employer within the terms established by the Labor Code, the employee must first contact the employer and request written guarantees for the transfer of money within a month. In addition, it is necessary to file a complaint with the Labor Disputes Commission at the enterprise. If none of the above has yielded results, each citizen can apply to the court with a request to collect the debt in the prescribed manner.
Compensation for unused vacation
According to article 115 of the Labor Code, the minimum paid vacation is 28 days. If by the time of dismissal the employee did not take off the leave due, the company management is obliged to pay him compensation for every day. The calculation of payments is no different from the standard calculation for any employee. Provided that part of the vacation is spent or the employee has worked for less than a year, days are calculated in proportion to the time worked.
Severance pay -
Most issues arise with severance pay. If upon reduction of staff or liquidation of an organization, an employee is entitled to a certain amount agreed upon by law, then upon agreement of the parties, the law does not establish any requirements for this procedure. This suggests that the employer may not pay anything to the resigning employee, especially if an agreement is reached as a result of disciplinary action.
If an agreement is reached, or if such an item is in the AP, the employer pays a certain amount. The remuneration can be established regardless of any circumstances and amount to any amount. To calculate it, you can use:
- average monthly salary;
- a certain number of salaries, etc.
Stages of the procedure
The legislation does not spell out the process of dismissal from work by mutual consent. The employer has the right not to notify the employment service, the trade union organization about the termination of the TD and not to pay the severance pay to the dismissed person, unless otherwise specified by the labor / collective agreement or other local regulatory legal acts. As a rule, they are guided by the practice established at the enterprise.
The procedure is not lengthy and consists in performing a certain procedure:
- agreements are reached;
- an order is drawn up for the enterprise and is given to the resignee for review;
- in the period specified by the parties, a full payment is made with the employee and he is issued a work book.
Drafting an agreement to terminate the employment contract
Since the agreement between the parties to the contract is the basis for dismissal, it is drawn up and signed by both parties to the TD. As for its form, there are no exact indications, so the form can be any, but it must be indicated there:
- grounds for termination of employment (agreement of the parties);
- date of dismissal;
- signatures of both parties.
The agreement itself may be in the form of a statement from a resigning specialist (worker), which must indicate the date the parties terminated cooperation. The resolution of the employer is superimposed on it. In addition, a separate document may be drawn up. All conditions are written in it, and the agreement itself is drawn up in two copies - for each participant in the agreement. An example form looks like this:
According to the decree of the Goskomstat of Russia No. 1 dated 01/05/2004, the dismissal order is drawn up in the unified form of T-8 or T-8a. It is standard for everyone, but each company can develop its own form of order, which should contain the following points:
- grounds for termination (termination) of the employment contract - Agreement of the parties, paragraph 1 of paragraph 1 of Art. 77 of the Labor Code of the Russian Federation;
- the document on the basis of which the decision was made - the Agreement on termination of the employment contract with the number and date.
Acquaintance of the dismissed with the order for signature
After registering the order, the content must be reviewed by the retiring person. Without fail, he must put a signature, which will indicate agreement with all the points set forth. In addition, he can receive a copy of the document or an extract from the order. If a person refuses to sign the document or cannot do it due to temporary disability, a note must be made in the order, and in the presence of witnesses, an act shall be drawn up to refuse the employee to familiarize himself with the contents of the order.
Record in a personal card and work book
When a person is hired, a personal card is entered on him, in which all changes associated with official duties are recorded. For this, the approved T-2 form is used. It is also necessary to make an entry about the dismissal by agreement of the TD participants, details of the order and date. The inspector of the personnel department puts his signature, and after acquaintance, the retiring person must put his own.
The following entry is made in the workbook: "The employment contract has been terminated by agreement of the parties, clause 1 of the first part of Article 77 of the Labor Code of the Russian Federation." It is certified by the signature of the responsible employee, the seal of the employer and the signature of the resigned. The book itself is on hand on the day of dismissal, which is recorded in a personal card and a special journal.
Drawing up a note-calculation in the form of T-61
From the moment of signing the order of dismissal, the organization is obliged to make the final settlement with its employee. To do this, you need to issue a note in the prescribed form T-61. Filling it is done first by the personnel department, which makes all the necessary information, and then accounting, making up the calculation. The form of the document was developed by statistical authorities, however, each company has the right to have its own version, taking into account the specifics of work.
Full settlement on the last day of the employee’s work
As already noted, the calculation with the employee must be made before he quits his job. An important aspect is that the entire amount due is paid immediately - management cannot apply any installments. The only payment that can be paid after the person leaves is the bonus, which are calculated based on the results of the enterprise’s work for the previous period.
What documents are issued on hand
Leaving with the consent of the TD participants, an employee of the organization receives a certain set of documents:
- employment record with dismissal;
- certificate in the form 182n, which provides information on the employee's wages for the last two years, which are necessary for calculating sick leave payments.
- certificate with the content of information on contributions to the Pension Fund (RSV-1 or SZV-M);
- certificate of average earnings if a person is registered with the Employment Service;
- certificate in the form of SZV-STAZH indicating the experience;
- copies of internal documents, if such were requested by the resigning.
Features of taxation of severance pay
Provided that the amount of the severance pay determined by the agreement, the average monthly salary for the period of employment, monetary compensation to the head, his deputies and the chief accountant does not exceed three times the average monthly salary or six months for an employee of the Far North regions and equivalent regions, personal income tax is not taxable. For everything that was paid above this amount, you will have to pay income tax.This rule also applies to insurance contributions to the Pension Fund and other organizations.