If the official is not given in hand. Is the employer obliged to issue a job description in hand Should they issue a job description in hand

Manyunya_ not a lawyer_ by the way, a white Spaniard, the employer can notify you in writing that the duties for such and such a position are changing due to this and that, and tie it to Article 74 (warn 2 months in advance) - but this article is a loophole, although not very true ... second) as having not passed the certification under Article 81, paragraph 3 - but it’s better not to touch it at all ... in any case, he is OBLIGED to offer you another job in writing, and if you refuse other work or he won’t have any vacancies, then dismissal. Manyunya_ not a lawyer_ by the way, you are all very correct. BUT! All this applies to a normal company with a normal HR department. And if this is the S Boku Bantik LLC company, then they can concoct anything. I have never seen the old or new instructions. Moreover, I wrote the instruction for myself, but it has not yet been signed by the RD. So they should write a new one and sign it.

Sample Job Description Journal

No one can refuse to give an employee a copy of the instruction, since no one should know it by heart. Changes to the instructions are also made not “from the lantern”, but on a sufficient basis, they are also approved (and more often a new instruction is simply issued). If the employee did not sign directly under the text of the instruction, or in the journal where the number / index of this document is clearly indicated the nomenclature of the affairs of the enterprise, then he can always challenge the phrase in the contract “I am familiar with the instructions”, explaining that he was familiarized orally, and the duties were specified in the process of work .... “Familiarized with the document” means “I read, understood what I signed” ( orders, instructions, rules, labor regulations, occupational health and safety requirements, regulations on trade secrets, etc.)

Should the employee have the original job description or a copy in their hands?

And the absence of a CI is just a mandatory fact for certification, and based on this document, questions are generated for the person being certified. If this is the chief accountant, then the dismissal is made based on the results of an accounting audit. not properly, the employee will be reinstated at work and the organization will be obliged to pay for days of forced absence from work. It’s troublesome and not very rewarding to fire people at the initiative of the employer ... Maybe it would be easier to part with a person in a loving way, for example, by agreement of the parties? Manyunya_ not a lawyer_ by the way, thanks for the detailed answer.

It is clear - there is no CI, there are no duties for which you can be fired. somewhere on the legal portal I read a recommendation on how to write explanations if they make claims about work and ask for an explanatory note in writing.

The procedure for familiarizing employees with job descriptions

Dismiss - just spit, and then people sue for six months, spend money on lawyers, recover, quit ... .. a nightmare, what's going on. I have always been far from this, from the courts, studying the law ... .. I somehow naively believed that everything is OK in Spain. How much does a lawyer cost you according to labor law? Manyunya_ not a lawyer_ by the way, I don't have a lawyer. I would take. I am shocked by the documents that the giver brings :)))))) I didn’t see them in my eyes, but my signature is on them :))))))) Spanish if you remember exactly that you didn’t see these documents in your eyes and didn’t sign anything - stand your ground.

Especially in court, declare that your signature was forged!!! Then they will appoint a graphological examination. In addition, a signature is recognized when at least 3 letters are written, and not a scribble with a tail, so ideally, when an employee signs, he writes his last name in full, then you can definitely prove that this is his signature.

Do I need to give the employee a copy of the job description

You can’t set the expiration date if you have been working for 4 months and you are not a State Duma, State Duma or Deputy State Duma… secondly, is the certification procedure prescribed? how will he prove your inconsistency with the new CI, even after several months? according to the regulation on attestation, there should be a list of positions subject to attestation, everyone should be warned about the presentation of attestation in writing a month in advance, tickets were distributed, a commission was appointed by order, protocols and attestation persons were kept, an attestation schedule - and not at random as the employer wanted ... order according to the results of certification and recommendations. Certification is not possible without proper instructions ... (for everyone who is subject to it!) + evaluation criteria (to develop and prescribe !!!). I don't think this is in your company. The main thing is that the salary is white, otherwise, with a gray / black one, you can be blackmailed and forced to write in your own way ...

The procedure for familiarizing the employee with his job description

Is the job description issued to the employee? Job description issuance journal: download sample Is the job description issued to the employee? The presence of DI in the organization is a right, not an obligation of the employer. At the same time, it allows you to effectively distribute the powers of employees, determine the boundaries of their responsibilities and establish the competence of an employee even at the stage of hiring.

For more information on whether it is necessary to issue a DI at enterprises, see the article Is a job description mandatory in an organization?. The current legislation does not regulate the procedure for registration and issuance of DI.

Please tell me, the employee must have the original job description or a copy in his hands. And do I need to certify a copy? And is it necessary to flash it? Thank you.

Answer

Answer to the question:

The job description is the main document that defines the tasks, functions, duties and responsibilities of an employee of an organization when he performs work in his position. It is necessary to develop a job description based on the tasks and functions assigned to a particular structural unit.

The procedure for compiling a job description is not regulated by law, therefore, the employer independently decides how to draw it up.

In practice, the job description can be drawn up as an annex to the employment contract or as an independent document.

So let's answer your questions:

The legislation does not provide an answer to this question.

However, there are strong arguments in favor of writing a job description. Its presence will allow the organization:

justify;
evenly distribute responsibilities between similar positions;
prove in court the legitimacy of imposing a disciplinary sanction on an employee;
correctly conduct personnel certification, etc.

A job description is drawn up for each staff position.

Editor's Tip : do not write nominal instructions, otherwise they will have to be re-validated at each frame change. If several employees hold the same positions and perform the same duties, then it is enough to draw up a single job description for all and familiarize each employee with it. If employees occupy the same positions, but perform different duties, then it is better to rename the positions and name them differently.

The procedure for compiling a job description is not regulated by law, therefore, the employer independently decides how to draw it up. In practice, the job description can be framed as or how. Similar explanations are contained in.

Sections of the job description

Regardless of the method of registration, the job description, as a rule, consists of the following sections:

Section "General Provisions"

In the "General Provisions" section, indicate:

job title in strict accordance with;
requirements for the employee;

direct subordination (for example, an accountant reports directly to the chief accountant);
procedure for appointment and dismissal;
the presence and composition of subordinates;
replacement procedure (who replaces the employee during his absence and whom he can replace);
a list of documents that the employee must be guided by in their activities.

Section "Responsibilities"

In the "Responsibilities" section, list all the duties assigned to the employee in accordance with the practice of distribution of labor functions that has developed in the structural unit. When compiling a section, you can use approved, and approved. They provide an indicative list of responsibilities of various positions.

Section "Rights"

In the "Rights" section, write down the list of rights that an employee has within his competence in the performance of official duties.

Section "Responsibility"

In the "Responsibility" section, it is customary to specify the types of assigned responsibility in accordance with the law, depending on the official duties of the employee.

If the job description is drawn up as an independent document, approve its head of the organization and acquaint employees recruited for the corresponding position with it, under the signature (, Labor Code of the Russian Federation).

Situation:In what form should employees be introduced to the job description. The job description is designed as a separate document

There are several options for familiarizing employees with job descriptions. First, you can keep a special journal of familiarization with the instructions. Secondly, you can attach a familiarization sheet to the instructions. And thirdly, the employee can sign on the instruction itself (on both of its copies). For the copy that remains in the organization, hem several sheets for review, fastening them on the binding with the seal and signature of an authorized person (director, head of the personnel department, chief accountant, etc.). Job description of the personnel officer - 2020: current requirements and functionality
There is not a single mention of the job description in the Labor Code. But personnel officers need this optional document. In the magazine "Personnel Business" you will find an up-to-date job description for a personnel officer, taking into account the requirements of the professional standard.

Check your PVR for relevance. Due to changes in 2019, the provisions of your document may violate the law. If the GIT finds outdated wording, it will fine. What rules to remove from the PVTR, and what to add - read in the magazine "Personnel Business".

In the magazine "Personnel Business" you will find an up-to-date plan on how to create a safe vacation schedule for 2020. The article contains all the innovations in laws and practice that must now be taken into account. For you - ready-made solutions to situations that four out of five companies face when preparing a schedule.

Get ready, the Ministry of Labor is changing the Labor Code again. There are six amendments in total. Find out how the amendments will affect your work and what to do now so that the changes are not taken by surprise, you will learn from the article.

Question answer. consultation.

Manyunya_ not a lawyer_ by the way What does it cost an employer to put an old date on a new instruction! Spanish, then you must be familiar with the new DI! and you must set the actual date for your beloved, and not retroactively, otherwise you will not prove it. The employer can force you to sign retroactively?????? maybe! but you do not agree, otherwise you will dig a hole for yourself. Although it depends on how much time has passed. You can, of course, conduct an examination of paper, ink and prove when the dock was actually prepared and delivered. Signature - a month or a year ago! and that you were forced to sign, you were pressured, threatened, etc. Why do you need a showdown in court and a bad record in the labor? know your rights, don't give in to pressure. let them fear you, not you them. especially the salary is white.

Job description

If the job description is drawn up as an independent document, approve it by order of the head of the organization and familiarize the employees recruited for the relevant position with it against signature (part 3 of article 68, article 57 of the Labor Code of the Russian Federation). Situation: In what form should employees be introduced to the job description. The job description is designed as a separate document. There are several options for familiarizing employees with the job description. First, you can keep a special journal of familiarization with the instructions. Secondly, you can attach a familiarization sheet to the instructions. And thirdly, the employee can sign on the instruction itself (on both of its copies). For the copy that remains in the organization, hem several sheets for review, fastening them on the binding with the seal and signature of an authorized person (director, head of the personnel department, chief accountant, etc.).

Sample Job Description Journal

There are loopholes for the employer, but it is advisable for him to hire a competent labor lawyer or personnel officer. To fire him for inconsistency, he dug a hole for himself with his own hands. Let him prove that you are inconsistent. If your duties have been changed, then this does not even fall under Article 74 ...

read it.

but you must sign the addendum. if you don’t sign, he must justify first, then warn you that duties are changing in such and such a position (why again) ... without fail, you sign ...

Should the employee have the original job description or a copy in their hands?

Hello Love! According to Art. 62 of the Labor Code of the Russian Federation, upon a written application of the employee, the employer is obliged, no later than three working days from the date of submission of this application, to issue to the employee copies of documents related to work (copies of the order for employment, orders for transfers to another job, orders for dismissal from work; extracts from work book; certificates of wages, accrued and actually paid insurance premiums for mandatory pension insurance, the period of work with this employer, etc.). That is, the list of documents, copies of which the employer is obliged to issue, is open (as indicated by the Constitutional Court of the Russian Federation in the Ruling of 05/21/2015 N 1008-O). However, in judicial practice, there are two approaches regarding the issuance of copies of the job description (JD): 1.

When the DI is a local regulation (LNA), i.e.

Be sure to give employees instructions on how to

e. refers to a specific employee, and not to the position he occupies, and LNA is not. Thus, there is no certainty in this issue, the law does not regulate this issue thoroughly and all disputes are resolved between the employee and the employer either through negotiations or in court. Note: copies of documents related to work must be duly certified and provided to the employee free of charge (Article 62 of the Labor Code of the Russian Federation).

Do I need to give the employee a copy of the job description

The Letter of Rostrud dated October 31, 2007 N 4412-6 states that the job description can be both an annex to the employment contract and an independent document. Compiled in accordance with the SHR, taking into account the Unified Tariff and Qualification Handbook. If all the duties of an employee are spelled out in the TD, then it is enough for the employee to familiarize himself with the CI, which should be a mark in the form of a signature in the CI log book or a sheet of familiarization with the LNA. Let me remind you that the second copy of the TD is in the hands of the employee.

I would like a copy of my job description. is it possible???

The DI will be later approved than the TD. Further. Since the CI is a one-sided local normative act and is approved only by the employer, and the TD is two-sided with obligations at the time of admission, then after the publication of the “new” DI you must make an addition to the TD, because new duties were added to it, which are not currently concluded. TD were not spelled out in it, and in order for the employee to begin to fulfill the new duties prescribed in the new TD, he must give his consent precisely by signing an addendum to the TD. if he refuses to sign such an addendum, he will be right, and your new CI will not be in your favor. And if there are again dismantlings up to the court, then you will lose, because. at the time of closing Good afternoon! I worked for more than a year in a government organization without a job description. There are four people in my state unit. I take the lowest rate, but in fact I work for everyone, because the rest of the employees have never appeared at the workplace (that is, they are only listed there). Recently, my boss brought in a job description that lists all my duties plus those three employees. This instruction is approved by the director, but there is neither the seal of the enterprise, nor the registration number. Also, it is not coordinated with the legal department, nor with the human resources department. It is in one copy, they categorically refuse to give a copy. The content of this document also leaves much to be desired, many paragraphs in it are written in general obscure phrases. In general, the content is vague, and subsequently the employer can interpret it as he wants. When compiling the section, you can use professional standards, the All-Russian Classifier of Occupations OK 010-93, approved by the Decree of the State Standard of Russia of December 30, 1993 No. 298, and the Qualification Handbook, approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 No. 37. They provide an approximate list of duties of various positions. Section "Rights" In the section "Rights" write down the list of rights that an employee has within his competence in the performance of official duties. Section "Responsibility" In the section "Responsibility" it is customary to specify the types of responsibility assigned in accordance with the law, depending on the official duties of the employee.

Is an employer required to issue a job description?

I occupy the rate of technical staff, and the requirements are as for a specialist. I refused to subscribe to it. I wrote a memo addressed to the deputy director, in which he expressed his opinion and asked to prepare and approve the instructions in accordance with GOST. I was denied this, but they continue to put pressure on me, they threaten to draw up an act of refusal to sign.

I insisted that I be notified in writing of significant changes in working conditions. After two months, you must either quit or sign the Job Description. They let me read it and sign it, but they refuse to hand over a copy.

Is the employer required to provide the employee with a certified copy of the Job Description or a second copy? How can you be sure that this is an official document that is registered in the Job Description Registration Book? Thank you.

Should an employer issue a job description?

If claims have already been made against you, be sure that you will be fired, but you will be offered to quit on your own. If there is no fight yet, then you can play it safe, ask in writing, of course. become dangerous starting to move your brains and Building your defense. We are accustomed to the silence of the lambs. ORM is ideally, the instruction exists in writing, approved by the head of the enterprise (date and signature), the original is stored in the personnel department or with the head of the structural unit, the instruction is accompanied by a document familiarization sheet, which, again, ideally, is stitched along with the document. When hiring, the employee must be familiar with the instruction, which is confirmed by a personal signature with the date on the familiarization sheet.

Should an organization provide a job description at the request of a former employee or the organization in which he works? How long should the job description be kept if a new one has been drawn up?

Answer

Yes, the organization must provide a job description (Appeal ruling of the Supreme Court of the Komi Republic dated February 19, 2015 No. 33-734 / 2015).

Job descriptions are stored for 75 years (List approved by order of the Ministry of Culture of Russia dated August 25, 2010 No. 558).

For details on this, see the materials in the rationale.

The rationale for this position is given below in the materials of the "Personnel System" .

Article: An employee is issued only those documents that are related to his work

“At the written request of the employee, the employer is obliged to give him copies of documents related to his labor activity. He must do this no later than three working days from the date of submission of the application. Employees who have already retired also have this right. Copies of documents must be duly certified and provided free of charge (Article 62 of the Labor Code of the Russian Federation). At the same time, the organization does not have the right to demand confirmation from the employee that he really needs these documents *.

The Judicial Board draws attention to the fact that a copy of the collective agreement is not subject to notarization. Employers, at the request of employees, are required to issue copies of documents necessary to resolve issues that relate to their rights and legitimate interests (Decree of the Presidium of the USSR Armed Forces of August 4, 1983 No. 9779-X, hereinafter referred to as the Procedure for issuing documents). In this case, copies must be properly certified. To do this, the head or authorized employee puts a signature and seal on them. The date of issue is also indicated and a note is made that the original document is with the employer (clause 1 of the Procedure for issuing documents).

It is impossible to certify copies from documents that have unclear text, erasures, additions and other unspecified corrections (clause 3 of the Procedure for issuing documents).

The Court of Appeal agreed with the district court's conclusion that the employer was not obliged to issue the employee a salary regulation, since the specified document contains information that relates not only to Pavel N., but also to other employees. In this case, the employer has the right to provide only extracts from the situation with information directly related to the employee's work activity.

The arguments of the appeal do not refute the conclusions of the court of first instance. Proceeding from this, the judicial board ruled: the decision of the district court should be left unchanged, and the complaint should not be satisfied.

What an Employer Should Keep in Mind

The employer is often approached by employees with a request to give them originals, copies of documents or extracts from them. Consider what documents the personnel officer is obliged to issue and how to draw them up correctly.

The list of documents that an employee can request is open. The main condition is that the employee must make his request in writing. The information that is provided must be directly related to the work activity of this employee (Article 62 of the Labor Code of the Russian Federation, letter from Rostrud dated December 20, 2012 No. PG / 9518-6-1). For example, an employee can request (Articles 62, 68, 84.1, 89 of the Labor Code of the Russian Federation):

Copies of orders for employment, transfer, dismissal, etc.;

Copies of the work book and other documents containing the personal data of the employee;

Certificates from the place of work about wages, work experience, etc.;

Extracts from documents (local act, etc.) *.

Properly certify a copy of the document. A copy of a document is legally valid only if it is properly certified. What is meant by this? If the law provides that the correctness of the copy must be certified by a notary, then this must be done by a notary. In other cases, copies of documents issued by the employer, he has the right to certify independently (clause 2 of the Procedure for issuing documents).

To do this, the copies of the document are marked “Correct”, information that the original is in the organization, the position of the employee who certified the copy of the document, his personal signature and transcript, the date of certification, as well as the seal (clauses 1, 2 of the Procedure for issuing documents, clause 3.26 of GOST R 6.30-2003, approved by the Decree of the State Standard of Russia dated March 3, 2003 No. 65-st).

If a copy of a document contains many pages, then it is not necessary to certify each one. In this case, you need to number all the sheets, sew them with a thread, the ends of which should be brought to the back of the last sheet and sealed, making the entry “Correct. Total stitched, numbered and sealed __ sheets. Below it is necessary to indicate the position of the employee who certified the copy, his personal signature and transcript, the date of certification, and also put a seal. In this case, part of the impression should go on the seal.

We certify a copy of the work book. In practice, most often the personnel officer has to certify a copy of the work book. You can certify each page or stitch and number all sheets, and put down all the necessary details on the back of the last one, as was written above. Please note that a copy of the work book must be made so that one spread is on one sheet.

An employee may ask to confirm the fact of work in the organization. Then, on the last sheet of the copy of the work book, put the current date, the entry “Works to the present”, the position of the authorized employee, his personal signature and transcript, as well as the seal.

We make an extract from the document. Sometimes, instead of a copy, an extract from the document should be issued. For example, if the document contains confidential information or it is large and completely unnecessary. An extract is legally valid only if it is correctly executed and certified. An extract from the document is issued on the letterhead of the organization. It indicates on the basis of which document it is framed. For example, "Extract from the order on overtime work dated August 3, 2015 No. 15." Further, the text of the original document is partially reproduced, the position of the employee who signed the original, his initials and surname are indicated. They certify the extract in the same manner as the copy (clauses 1, 2 of the Procedure for issuing documents).

Professional help system for lawyers, where you will find the answer to any, even the most complex question.

Note: copies of documents related to work must be duly certified and provided to the employee free of charge (Article 62 of the Labor Code of the Russian Federation). Do I need to give the employee a copy of the job description Attention If you were shown the docks with your signature, and there is a scribble, so they could “draw” it themselves, have you been working there for a long time? do you know for sure that these docks did not exist or were not signed? Here, prove yourself. So they will also be attracted for this, for forgery of signatures ... Manyunya_ not a lawyer_ by the way Aha, only an examination at my expense will be elena1. The Letter of Rostrud dated October 31, 2007 N 4412-6 states that the job description can be both an annex to the employment contract and an independent document.

Is an employer required to issue a job description?

Manyunya_ not a lawyer_ by the way What does it cost an employer to put an old date on a new instruction! Spanish, then you must be familiar with the new DI! and you must set the actual date for your beloved, and not retroactively, otherwise you will not prove it. The employer can force you to sign retroactively?????? maybe! but you do not agree, otherwise you will dig a hole for yourself. Although it depends on how much time has passed. You can, of course, conduct an examination of paper, ink and prove when the dock was actually prepared and signed. A month or a year ago! and that you were forced to sign, you were pressured, threatened, etc.

Why do you need a showdown in court and a bad record in the labor? know your rights, don't give in to pressure. let them fear you, not you them. especially the salary is white.

The procedure for familiarizing employees with job descriptions

In other words, in cases where: 4 the employee violates labor discipline, not performing any of his labor functions or exceeding his authority; 4 the employee, in the process of exercising his labor functions, does not show himself to be a qualified specialist and does not meet the requirements stipulated by the official instruction. In practice, it often happens that an employee, having briefly read the job description, and sometimes simply signing it without reading it, forgets about the existence of this local act. And, believe me, in vain. By putting his signature on the job description familiarization sheet, the employee, in fact, agrees with the rights and obligations that are indicated in it.
Yes, the main labor function is defined in the employment contract.

Should the employee have the original job description or a copy in their hands?

A properly designed job description will allow the employer to:

lay the foundations for the system and methods of leadership and personnel management;
determine the measures of possible and proper behavior of the employee in accordance with the legislation of the Russian Federation;
justify the rational division and organization of professional labor;
to use the professional and creative potential of employees to the fullest extent;
improve the business skills of employees and labor efficiency.

This document is necessary to determine the functional tasks, the scope of the employee's duties, in case of non-fulfillment of which the employer will have the right to present him with appropriate claims. One of the main tasks of the job description is to establish the level of responsibility and competence of employees.

The job description is a dangerous toy for the boss

Termination of the employment contract at the initiative of the employer An employment contract may be terminated by the employer in the following cases: ... ... 3) inconsistency of the employee with the position held or the work performed due to insufficient qualifications, confirmed by the results of certification; ... ... 5) repeated failure by the employee to perform labor duties without good reason, if he has disciplinary action; 6) a single gross violation of labor duties by an employee ... "The funniest thing in this situation is that in 80% of cases when such a ground for dismissal is applied, the employer himself puts a time bomb on himself, performing (or rather, not performing) a number of actions and thereby provoking employee for retaliatory actions within the framework of the claim proceedings. Of course, an employment contract plays a decisive role in shaping the working conditions of an employee.

Sample Job Description Journal

When compiling the section, you can use professional standards, the All-Russian Classifier of Occupations OK 010-93, approved by the Decree of the State Standard of Russia of December 30, 1993 No. 298, and the Qualification Handbook, approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 No. 37. They provide an approximate list of duties of various positions. Section "Rights" In the section "Rights" write down the list of rights that an employee has within his competence in the performance of official duties.

Section "Responsibility" In the section "Responsibility" it is customary to specify the types of responsibility assigned in accordance with the law, depending on the official duties of the employee.

Job description

Info

Details in the materials of the System Personnel:

Answer: How to write a job description

Drawing up job descriptions The obligation to draw up job descriptions is established only for state bodies (Article 47 of the Law of July 27, 2004 No. 79-FZ). It is impossible to fine an organization that is not a government agency for the lack of instructions (Rostrud letter dated August 9, 2007 No. 3042-6-0). However, there are strong arguments in favor of writing a job description.

Its presence will allow the organization: A job description is compiled for each full-time position. Editor's tip: don't write named instructions, otherwise they will have to be re-approved at each frame change. If several employees hold the same positions and perform the same duties, then it is enough to draw up a single job description for all and familiarize each employee with it.

Question answer. consultation.

It is desirable that they also have the signature of the Employer. In a crisis, when volumes have fallen, when there are many specialists on the market who are ready to do your amount of work for less money, protecting your rights becomes very relevant. The employer will do everything possible to optimize their costs and dismiss the employee without paying him all the due compensation. As in my case, I began to create additional agreements that reduce the term of work in order to dismiss on an urgent basis. What cost me to sign this add-on not with the date that he put in it, but with the real one, because these add-ons were issued not on the day of the indicated date, but after a week or even more .... it’s my own fault.
Dont know.
When preparing it, the employer may be guided by the provisions of GOST R 6.30-2003 "Unified Documentation Systems ...", but ultimately independently determines the form and content of the instruction, depending on the specifics of the organization's activities, as well as the functions of the employee. DI can be approved both as an annex to the employment contract, and as a separate document. Usually it is issued in 2 copies. After signing by the employee, one copy is handed over to him, and the other is stored in the personnel department (see.

letter of Rostrud dated October 31, 2007 No. 4412-6). A CI approved as an independent document may not be handed out to an employee. However, upon his written application, the employer is obliged to issue him a certified copy of the instruction within 3 working days (Article 62 of the Labor Code of the Russian Federation).
You must admit that we quit at our true “own will very rarely, if the employer decides to part with the employee, he, using our legal illiteracy, will take all measures to put us before the fact: either write yourself, or we will fire you under the article. Therefore, we will have to study the labor code so that while everything is fine (everything can be in the process of work), we have all the documents to challenge the employer's decision on a legal basis. And as my friend, the head of the department of a large bureaucratic structure, told me, all the documents on which you have your signature should be in your copy and kept at home in a treasured folder while you work.