has a number of differences from the procedure for dismissal of an ordinary employee. The reason is that such an employee is the main executive body of the company, without which it cannot continue its activities. We will talk about the features of this procedure in our article.

How to fire the director of an LLC at will

The procedure for the dismissal of the director of an LLC own will includes several stages:

Compliance with the requirements of the law at each stage can protect the organization from possible claims from the former manager and the labor inspectorate, as well as ensure its further full functioning.

We draw up a letter of resignation of the CEO

Letter of resignation to the founder from the director- a document that confirms the will of the employee who wants to leave the position. It is compiled 1 month before the expected date of leaving work (Article 280 of the Labor Code of the Russian Federation). Writing an application is not a mandatory step. Sufficient evidence of the will of the CEO is a notice given to the founders of the company.

The legislation does not establish clear requirements for the document. If it is decided to use any sample letter of resignation CEO OOO, you need to remember that the document must contain the data of the employee and employer, the date of the upcoming dismissal, the date the document was drawn up and the signature of the applicant. At the same time, it must be borne in mind that for the head of the company, the employer is the general meeting of the company's participants.

Submit an application for voluntary dismissal of a director can be done in person or using the mail service or courier service. In any case, the date of notification is the day the document is received by the employer. The main thing is to record the fact of receipt of the application by the addressee - for example, to receive a mark on the receipt of the letter.

Resignation letter from CEO

After the decision to leave the position, the director should set the date for the extraordinary meeting of the company's shareholders and send them information about the time and place of the meeting. The notification rules are listed in Art. 36 of the Law "On Limited Liability Companies" dated February 8, 1998 No. 14-FZ:

1. Notice must be sent at least one month before the upcoming meeting.
2. It is necessary to notify each LLC member individually.
3. Notice can be sent by registered mail or in any other way provided by the company's charter.
4. The notice must contain information about the time and place of the meeting, as well as a list of issues planned for discussion.

Considering the above rules, we can say that best option- submitting an application for voluntary dismissal of the CEO members of the organization along with a notice of an extraordinary meeting of members.

The procedure for coordinating the dismissal with the founders of the organization

At the meeting, the founders discuss and decide on the issue of upcoming care the head of the firm. Since Art. 37 of the country's basic law prohibits forced labor, LLC participants are not entitled to refuse the head of the organization early release from office.

Refusal to participate in the meeting and failure to serve the notice are not valid reasons for continuing labor activity CEO against his wishes. In case of such behavior of the employer, the head of the organization may apply to the court. The statement of claim handed over to the employer is sufficient confirmation of the director's desire to leave his position. As case study we can cite the appeal ruling of the Perm Regional Court dated 05.08.2013 No. 33-7154.

During the extraordinary meeting, the founders agree on the date of the upcoming voluntary dismissal of CEO, and can also agree with him on a longer period of working out, necessary to search for a new candidate for the position of the head. If an agreement between the employer and the employee is not reached, the latter has the right to resign without the consent of the founders. The main thing at the same time is to follow the procedure, as required by law.

Order on the dismissal of the CEO at his own request, a sample order

The head of the organization can issue and sign an order to leave on his own after the meeting. It specifies:

• company name and details;
• information about the dismissed person;
• reasons for dismissal;
• date of departure of the CEO.

In this case, as a rule, the unified form of document No. T-8 is used, approved by the Decree of the State Statistics Committee of the Russian Federation “On approval of unified forms of documents ...” dated 01/05/2004 No. 1. However, the use of this particular template is not mandatory, the employer, if desired, has the right to independently develop a form document. The current sample of the order to dismiss the head of the organization can be downloaded on our website.

Entering an entry in the work book and settlement with the gene. director

An entry in the labor head of the organization can be made independently or entrusted to an authorized person of the organization. He also has the right to certify it with his signature and the seal of the organization (if any). The main thing is to comply with the requirements of the instructions for filling out work books, approved. Decree of the Ministry of Labor of the Russian Federation of October 10, 2003 No. 69:

1. Complete all sections of the document.
2. Use Arabic numerals when filling in.
3. Do not allow abbreviations and corrections in the records.
4. Clearly state the reason for leaving.
5. Add a reference to the legislative norm that became the basis for the termination of the employment relationship.
6. Specify the details of the order to terminate the contract between the dismissed person and the employer.

At voluntary dismissal of the CEO he can count on payments and compensations stipulated by law: salary for hours worked, compensation for unused vacation etc. In addition, the former CEO hands over to the new head of the organization. In the event of the temporary absence of a legal successor, the ex-head may:

• continue independent storage of the seal and documents of the organization;
• entrust the storage of a special archival organization;
• transfer the documents and seal to the notary for safekeeping.

The right to store documents to notaries is granted by Art. 97 "Fundamentals of the legislation of the Russian Federation on notaries" dated February 11, 1993 No. 4462-1. When transferring, it must be remembered that documents are received and stored on behalf of the organization. This gives the right to the new head of the company at any time to pick up documents and seals.

Does the procedure for dismissing the CEO of an organization at his own request provide for notification of the tax service?

The answer to this question is contained in "l" p. 1 and p. 5 Art. 5 of the law "On state registration legal entities and individual entrepreneurs 129-FZ dated 08.08.2001, which require that information be submitted to the tax authority about the dismissal of the director of a legal entity (including at his own request) and a change in the executive body of the company. To do this, you must submit to the tax office an application drawn up in the form P14001, having previously certified it with a notary. The application is submitted by the newly appointed head of the company within 3 days from the date of appointment, after which the tax authority enters information about the new head into the Unified State Register of Legal Entities.

A person dismissed from the position of the general director must make sure that his data is removed from the Unified State Register of Legal Entities. An unscrupulous approach to this issue can cause trouble in the future: problems in finding a manager in another organization, the danger of liability for the company's debts in the event of bankruptcy, etc. If a new head of the company has not been appointed, the application can be signed and submitted by the former CEO .

Features of the procedure for the dismissal of the General Director - a pensioner at his own request

The process of voluntary dismissal of a person who has reached retirement age has one peculiarity: such an employee has the right not to work out the period provided for by law (part 3 of article 80 of the Labor Code of the Russian Federation). Thus, the head of the organization, who is an old-age pensioner, is not obliged to meet the deadline for leaving work.

However, it is still necessary to comply with the formal dismissal procedure (notify the founders, convene an extraordinary meeting of the company's participants and make a decision on the dismissal of the retired manager) is still necessary. In the entry in work book it must be indicated that the reason for the termination of the employment relationship was retirement.

The procedure for the dismissal of the general director at his own request - the sole founder of the company

In the case when the head is both the sole organizer of the company and its owner, the procedure dismissal of the CEO at his own request is greatly simplified. According to part 2 of Art. 273 of the Labor Code of the Russian Federation, the norms of labor regulation of the manager do not apply to such an employee.

In this situation, the head of the organization can at any time independently write a corresponding statement and decide on his dismissal. That is, the duration of the process is significantly reduced, because there is no need to notify yourself of the upcoming dismissal, wait 1 month and organize a meeting of participants. Simultaneously with the decision to dismiss, the sole founder can appoint the head of the company.

Responsibility of the CEO after dismissal

The job of a leader is to accept difficult decisions. Responsibility for his actions and decisions - both material and criminal - if there are grounds for its occurrence, he will bear even in the event of dismissal from office.

So, the material responsibility of the head arises in the following cases:

• in case of loss of property;
• damage to the property of the organization;
• unforeseen expenses of the enterprise;
• loss of profit by the company due to the fault of the head.

As a rule, these circumstances are discovered after the audit in the company. The employer of the dismissed head of the organization may file statement of claim to the court demanding compensation for the damage caused by the actions of the CEO. If the claims are satisfied, the recovery may be directed to the property of the former employee.

Illegal actions of a leader may be grounds for bringing to criminal responsibility under the following conditions:

1. In his actions (inaction) there is a corpus delicti.
2. The guilt of the leader is documented.
3. The statute of limitations has not expired.

In conclusion, it remains to say that the best solution would be peaceful negotiations and mutually beneficial agreements between the head of the enterprise and the founders, since they allow you to avoid litigation and quickly fire the CEO.

If even when ordinary employees of an organization are dismissed, the HR department inspector has questions, then the dismissal of the general director, an entry in the manager’s work book can become a real “test” for professional suitability. This procedure has a number of nuances, which will be discussed below.

Dismissal of the head

First founders legal entity make an appropriate decision (it is not required upon dismissal of their own free will or upon expiration of the contract with the head). The grounds for dismissal of a director can be the same as for ordinary employees (Article 77 of the Labor Code of the Russian Federation), or special, such as dismissal upon disqualification (clause 8 of Article 83 of the Labor Code of the Russian Federation) or, by decision of the founders, terminate the employment contract with the head (clause 2, article 278 of the Labor Code of the Russian Federation).

The official notifies the higher management in writing of the impending resignation of his own free will no later than one month in advance. If it was concluded fixed-term contract– the director must be notified in writing 3 calendar days before its completion.

A dismissal order is issued in the form No. T-8. The general director must familiarize himself with it and put a signature on familiarization.

An entry is made in the work book about the dismissal of the general director. The entry must comply with the text of the order (and the wording of the Labor Code of the Russian Federation).

On the last working day, the manager is issued a work book against signature, and a full payment is also made.

All personnel records for officials are drawn up in the same manner as for ordinary employees. The founders of an LLC must notify the tax inspectorate of the change of the general director (within 3 working days from the date when the new general director took up his duties).

Making an entry in the work book

How to fire the CEO and record in the labor arrange properly? The entry is made in the general manner in compliance with the requirements of the "Rules for maintaining and storing work books" (approved by Decree of the Government of the Russian Federation of April 16, 2003 No. 225 as amended on March 25, 2013):

in column "1" indicate the serial number of the record;

in column "2" - the date of the entry;

in column "3" indicate the reason for the dismissal and the number of the article of the Labor Code of the Russian Federation, which became the basis for the dismissal;

in column "4" the name, number and date of preparation of the document are prescribed - the basis for recording.

The entry must be certified by the signature of an authorized person (for example, the head of the human resources department or other authorized employee) and the seal of the organization. The date of the dismissal record must correspond to the date of dismissal indicated in the order.

And who signs the work book when the director is dismissed, if personnel service Or is there no person authorized to do this at the enterprise?

Since the director is the sole executive body of the company, he has the right to make management decisions without issuing a power of attorney from the founders. The day of dismissal of the CEO is his last working day, so he still has the right to act as a leader and employer. The director has the right to certify the record in the labor with his signature. It's okay if two signatures of the same person (the dismissed employee and the head of the organization) go in a row.

Made in labor record can also be certified by one of the founders of the organization.

It should be noted that a person who has replaced the dismissed general director and has not yet taken office does not have the right to put his signature in his work book.

Note that:

the entry in the labor should be easy to read and not contain corrections;

the data indicated in the work book must match the data from other documents (order, decision of the board of founders, etc.);

the reason for dismissal is indicated in accordance with the wording of a certain article of the Labor Code of the Russian Federation.

Personnel changes periodically occur at the enterprise, and sometimes the question arises of how to make an entry about the dismissal of the director in the work book. It is sometimes difficult to answer it, because this happens infrequently. We will tell you more about the procedure for dismissing the CEO and the correct entry in his labor in this article.

Grounds and nuances of the procedure for dismissal of a director

The general director of the organization is actually the same employee as the rest of the employees. This suggests that the dismissal of the director is carried out similarly to the dismissal of other employees (Article 81 of the Labor Code of the Russian Federation).

Some nuances of the procedure for dismissing the head of the organization still exist, they are spelled out in Art. 278 of the Labor Code of the Russian Federation. On the basis of its second paragraph, the owner of the enterprise has the right to part with the director of the company without any significant reasons. However, there is important point: if the business owner decided to dismiss the director of the LLC without serious reasons, then the latter is entitled to monetary compensation, the amount of which must be indicated in the previously drawn up employment contract.

The owner of the organization, when drawing up an order to terminate the TD, is obliged to follow the provisions of the Labor Code of the Russian Federation. For example, an employer does not have the right to dismiss the director of his company if he is or is temporarily unable to work. This also applies to the case of a change in the owner of the enterprise (Article 77 of the Labor Code of the Russian Federation), which is not a reason for terminating the TD with the General Director. However, the new owner of the enterprise can dismiss the general director within 3 months, as evidenced by Art. 75 of the Labor Code of the Russian Federation.

The reason for the dismissal of both an ordinary employee and a director may well be the end of the term employment contract. This must be written in the order for the dismissal of the CEO.

If the actions of the director resulted in damage to the company under Art. 81 of the Labor Code of the Russian Federation, then the owner or shareholder of the enterprise may dismiss the employee by providing the necessary evidence.

But the CEO has the right to challenge the dismissal in court. And if the court decides on the illegality of the actions of the shareholders, the director will be reinstated. Then an appropriate entry must be made in the work book.

Common options for dismissing a director

3. Dismissal by decision of the participants of the company's joint-stock company. This happens most often due to the unprofessionalism of the director or for other reasons, when the person is not suitable for managing the enterprise. This option is the most complex and costly for the owner of the enterprise, because. the company is obliged to pay compensation to the former director, which cannot be less than three months' salary.

The most common option for dismissal is the first paragraph. This procedure is carried out on the basis of the minutes of the meeting of shareholders and is recorded in the employee's work book. At the same time, a standard entry is made in the work book, the reason for dismissal is also indicated there, which must correspond to the one indicated in the director’s statement and the order to terminate the TD.

How to issue a dismissal in a work book

The algorithm for making an entry about the dismissal of the director in the labor is as follows:

1. Sequence number of the entry.
2. Date of dismissal.
3. Grounds (reason) for termination of the contract (on the basis of an order).
4. Name of the order on dismissal of the director, date and number.
5. Signature of the HR inspector (the person who made the entry in the labor record), the seal of the enterprise, the signature of the former general director.

The order to dismiss the head of the enterprise, on the basis of which it is carried out upon dismissal of the director, must be endorsed by the chairman of the meeting of shareholders of this enterprise (Article 40 of Law No. 14-FZ).

A sample of filling out a work book upon dismissal of the director of an organization can be found.

The record of the dismissal of the head of the enterprise is similar to the record of the dismissal of any other employee. Nuances and difficulties occur precisely in the process of making a decision to terminate an employment contract.

Entry to the General Director in the work book

The leadership of any business, commercial or industrial organization is always entrusted to one person - the general director. Despite the fact that this employee may not be the sole founder of the organization (when choosing a form in the form of an OJSC or LLC), he makes the most important management decisions, bearing full responsibility for them.

Like any other employee of the company, the CEO also has a work book, where the entire labor “history” is traditionally recorded: the date of hiring, promotions, the date of dismissal, etc. He himself, a full-time personnel officer, the chairman of a joint-stock company or the owner of an enterprise can make entries in the work book of the general director. It may also be any other official authorized to perform these actions.

Powers of the Director of LLC

Issues within the competence of the General Director of a Limited Liability Company cover the following terms of reference:

issuing orders on the hiring and dismissal of LLC participants, their transfers to other positions, on the use of incentives and the imposition of disciplinary sanctions

execution of powers of attorney granting the right to act on behalf of the LLC

representation of the interests of society and acting on its behalf

performance of other powers that are prescribed in the charter, or fall within the competence of the management structure

Record of dismissal in the work book

An entry in the work book of the general director about his dismissal from his position may look like this: “Fired of his own free will, in accordance with paragraph 3 of article 77 of the Labor Code of the Russian Federation.” Also, when the director is dismissed, the entry in the work book must contain the name of the document on the basis of which the corresponding decision was made, for example, the Minutes of the general meeting of the Company's participants.

How to make an entry in the director's work book

It should be noted that a person is usually elected or appointed to the position of director, which is emphasized when making an entry. Despite the fact that the general director often fills out work books himself, an entry in his work book can be made by other people authorized for these actions. When hiring such an employee, the book should contain the most suitable option records:

"Accepted to the position of General Director" (hereinafter - from what date)

"Appointed to the position of General Director" (hereinafter - from what date)

"Elected to the position of General Director" (hereinafter - from what date)

Here you also need to specify the document underlying the assignment. this person for the above position. Typically, such a document is the Order of Accession (with an indication of its serial number), the minutes of the board of directors or meetings of managers. All entries in the work book upon dismissal or employment must be certified either by him or by another authorized official. Assurance means obligatory presence signatures and seals.

Compilation most important documents upon request An entry in the work book about the dismissal of the general director (legal acts, forms, articles, expert advice and much more).

Normative acts. Record in the work book about the dismissal of the general director

Forms of documents. Record in the work book about the dismissal of the general director

(Prepared for the ConsultantPlus system, 2014)

The document is available: in the commercial version ConsultantPlus

Arbitrage practice. Record in the work book about the dismissal of the general director

Determination of the Supreme Court of the Russian Federation of 09.02.2015 N 5-KG14-153 Demand: On the recognition of illegal dismissal and entry in the work book, reinstatement, cancellation of the entry in the work book, recovery wages during forced absenteeism and compensation for non-pecuniary damage.

Who should sign in the work book on the dismissal of the general director?

We had a dispute with lawyers. Tell me, please, when dismissing the general director in the work book, who should sign the dismissal record? We (human resources department) believe that the director himself can sign, because on the day of dismissal, he is still a director, and lawyers believe that the founder, who signed the employment contract from the Company, should sign. Who is right? Thanks for the answer.

According to paragraph 35 of Decree of the Government of the Russian Federation of April 16, 2003 No. 225 "On work books", upon dismissal of an employee (termination of an employment contract), all entries made in his work book during his work with this employer are certified by the signature of the employer or the person responsible for maintenance of work books, the seal of the employer and the signature of the employee himself.

In Art. twenty Labor Code The Russian Federation determined that the rights and obligations of the employer in labor relations are carried out by the management bodies of a legal entity (organization) or persons authorized by them. In accordance with part 2 of Art. 69 of the Federal Law of December 26, 1995 No. 208-FZ "On joint-stock companies"The general director is the sole executive body of the company and, without a power of attorney, acts on behalf of the company, including representing its interests, making transactions on behalf of the company, approving states, issuing orders and giving instructions that are binding on all employees of the company. Similar provisions are also enshrined in Part 3, Article 40 of the Federal Law of February 8, 1998 No. 14-FZ "On Limited Liability Companies".

Therefore, if the person responsible for maintaining work books in the organization is not determined by the general director, then he will independently certify the entries in his work book, since he acts on behalf of the employer and is endowed with similar powers.

Record in the work book about the dismissal of the general director

LuBUSHka User

Dear colleagues! Help me figure out how to properly reflect the dismissal of the CEO in the work book. Retired due to resignation. He doesn't want to renew his contract. The founder does not object, which, in fact, he made a decision: to dismiss from office due to the expiration of the term of office. A personnel order was issued for the organization with reference to the decision of the founder.

How should the entry in the labor record still look like?

Zakhoderka Moderator Forum team

Joined: Feb 27, 2009 Posts: 7.101 Reputation: 257

Since the director acts on behalf of the organization, the decision to terminate his powers must be made either at the general meeting of participants (in limited liability companies) or at the general meeting of shareholders (in joint-stock companies). So it is said in para. 4 p. 2 art. 33 of Law N 14-FZ and in paragraph 3 of Art. 69 of Law N 208-FZ.

The decision to dismiss the CEO is documented in a protocol. If there is only one shareholder (participant) in the company, then the dismissal of the general director is formalized by the decision of the sole shareholder (participant).

Based on the protocol, an order is issued to terminate the powers. (the Internet is full of samples with wording). He signs the order himself.

If the employment contract is terminated due to the expiration of its validity period, then an entry is made in the work book of the General Director with reference to paragraph 2 of Art. 77 of the Labor Code of the Russian Federation.

When the director is dismissed at his own request, an appropriate entry is made in the work book with reference to paragraph 3 of Art. 77 of the Labor Code of the Russian Federation - termination of an employment contract at the initiative of an employee.

When the director is dismissed by decision of the general meeting of participants (shareholders), clause 2 of Art. 278 of the Labor Code.

When the general director is dismissed, an entry is made in his work book in column 4 with reference to the decision of the owners (details of the minutes of the general meeting or the decision of the sole founder), on the basis of which the general director is dismissed (clause 5.1 of the Instruction approved by the decree of the Ministry of Labor of Russia of October 10, 2003 No. 69, section 1 of the instructions approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1).

The entry is made by him or by an authorized person in the labor organization. books.

Grand Master of the Jedi Order - Yoda

Filling out a work book upon dismissal of a director

The director of an organization (limited liability company), with whom an employment contract has been concluded, is also an employee of the organization. However, unlike other employees, he is elected to the position by the owners of the organization (participants), or by the board of directors (clause 2, article 33, article 40 of Law No. 14-FZ “On Limited Liability Companies” (hereinafter - Law No. 14- FZ) That is, in relation to the director, the powers of the employer are exercised by the general meeting of participants (board of directors).

Note that if the director manages the organization on the basis of a civil law contract, then civil law relations arise that are not regulated by labor legislation (Article 11 of the Labor Code of the Russian Federation).

Most of the provisions of the Labor Code of the Russian Federation are mandatory for use by the employer in relation to all employees, regardless of position. These provisions include the norm of the Labor Code of the Russian Federation, which obliges the employer to keep a work book (hereinafter referred to as the “work record”), including directors.

This manual will help you make legally competent entries in labor director upon dismissal. The instruction complies with the current legislation of the Russian Federation (November 2013) and is used when filling out the labor section "information about work" upon dismissal of the director.

Before the director's dismissal

First, it is necessary to check the legal literacy of the records made by the employer to the director. If legally incorrect entries are made in the work, they are corrected on the basis of the documents of the employer who made such an entry (clauses 27, 30 of the Rules for maintaining and storing work books, preparing work book forms and providing employers with them, approved by Decree of the Government of the Russian Federation of 04.16.2003 N 225 "On work books" (hereinafter - the Rules). The correction is made by the employer who made such an entry, and if the employee works in a new place, then the "new" employer based on the content of the document received from the "old" employer.

Column 1: "record number"

There are no special comments when filling out this column, with the exception of one. Not labor lines are numbered, but records (information about work) that must be entered in accordance with labor law RF. For example, a record of hiring an employee, about his transfer, about dismissal.

"Other" entries - entries not provided for by the labor legislation of the Russian Federation (an entry on the marriage of an employee), or incorrect - are invalidated (section 3 of the Rules) and corrected. Only after that, you can make an entry in the work book about the dismissal of the general director (see sample) - put down serial number records and fill in other columns.

Column 2: "Date"

The last day of the director's work is indicated (Article 84.1 of the Labor Code of the Russian Federation), or the day when the director did not actually work, but according to labor legislation, labor relations with him are terminated on this day (for example, the last day of vacation (part 3 of Article 84.1 of the Labor Code of the Russian Federation, part 2 of article 127 of the Labor Code of the Russian Federation).

Column 3: "Information on hiring, transfer to another permanent job, qualifications, dismissal"

Information is indicated on what caused the termination of the employment contract with the director with reference to a specific paragraph (part) of the article of the Labor Code of the Russian Federation (other federal law). The grounds for termination of labor relations are grouped in Article 77 of the Labor Code of the Russian Federation. Note that clauses 4 and 10, part 1, article 77 of the Labor Code of the Russian Federation cannot be indicated in the labor contract as grounds for terminating the employment contract. These reasons are disclosed in more detail in Articles 81 and 83 of the Labor Code of the Russian Federation, in connection with this, reference is made to these norms in the labor (clause 15-17 of the Rules, clause 5.2-5.4 Instructions for filling out work books, approved by the Decree of the Ministry of Labor of the Russian Federation of 10.10.2003 N 69 in Appendix 1 (hereinafter referred to as the Instruction). Other grounds - are indicated in the same way as indicated in the paragraph, part of the article of the Labor Code of the Russian Federation or other federal law. For example, when a director is dismissed for the reasons specified in Article 278 Labor Code of the Russian Federation, the reason is indicated along with a reference to the paragraph of the first part of Article 278 of the Labor Code of the Russian Federation.

For example, when dismissing a director, the following wording can be used in particular (Article 84.1 of the Labor Code of the Russian Federation): “Dismissed due to removal from office in accordance with insolvency (bankruptcy) legislation, paragraph one of part one of Article 278 of the Labor Code of the Russian Federation.”

Column 4 "Name, date and number of the document on the basis of which the entry was made"

The name, date of compilation and number of the document by which the director of the organization was dismissed are indicated. Since the general meeting of participants (board of directors) is authorized to make decisions on the termination of the powers of the director, the details of the corresponding decision of the general meeting of participants (board of directors) are indicated in the labor work.

An order is also issued to terminate the employment contract with the director (Article 84.1 of the Labor Code of the Russian Federation), the details of which are also indicated in column 4. Such an order is issued presiding at the general meeting of participants (meetings of the board of directors), at which a decision was made to dismiss the director, or authorized by such meeting (meeting of the board of directors) a member of the company (member of the board of directors) (paragraph 2, clause 1, article 40 of Law 14-FZ).

Certification of records

After filling in all the columns, the employer or the person who maintains work books must sign and stamp the employer, then the employee himself must sign (clause 35 of the Rules).

The employer signs for the employer at the general meeting of participants (meeting of the board of directors), at which a decision was made to dismiss the director, or a member of the company authorized by the meeting (meeting of the board of directors) (member of the board of directors) (paragraph 2, clause 1, article 40 of Law 14- FZ).

Note that the signature of the employer (his seal) and the employee must be affixed immediately after the record of the termination of the employment contract with the director.