Is an entry made in the work book of the acting director? Filling out a work book An entry is not made in the employee’s work book

Employment history - this is the main document confirming the employee’s work activity and length of service. Periodically, discussions begin about the need to abolish them due to the fact that employees are now registered individually, and information about the insurance premiums transferred for them is maintained in the Pension Fund of the Russian Federation and the Social Insurance Fund. Many questions arise due to fake work books, unreliable entries in them, and the complexity of maintaining them. However, this document continues to be in force, as well as regulations governing the procedure for filling out and storing work books.

We draw your attention to the fact that individual entrepreneurs hiring workers could not make entries in the work book about hiring until 2006. Now they have virtually the same responsibilities and rights as employers as organizations, so they keep work books according to general rules.

According to Article 66 of the Labor Code of the Russian Federation, the procedure for maintaining work books is established by the authorized federal executive body. The main document regulating this procedure is Decree of the Government of the Russian Federation of April 16, 2003 N 225, which approved the form and samples of work books and inserts in them, instructions for filling them out, rules for maintaining them, the procedure for acquisition and accounting.

Responsibility for maintaining work records rests with the employer, and it can be:

• administrative under Art. 5.27 Code of Administrative Offenses of the Russian Federation (from 1 to 5 thousand rubles for officials; from 30 to 50 thousand rubles for organizations; administrative suspension of activities for up to 90 days);
• disciplinary (disqualification of the manager for a period of one to three years);
• material, if the employee suffered material damage due to the untimely issuance of a work book.

In what cases is it necessary to keep work records?

Work books must be kept for each employee who has worked for the employer for more than five days, and this work is the main one for him, and the employee must be hired according to. If this is the case, then no entries are made in the work book.

As for records of work at, they are entered at the request of the employee in the work book at the place of main work. For example, the main job in a small enterprise is a legal adviser, and part-time, the employee also performs the functions of an office manager. Then first they make a record of the main job, and after it - a record of acceptance of part-time work.

A work book is a document specified in the mandatory list when applying for a job. If an employee cannot present a work book (it is lost, damaged, not issued by a previous employer, etc.), then he must apply to his previous place of work for a duplicate. In cases where this is impossible to do (for example, an organization or individual entrepreneur has ceased operations or is disbanded), the employer must issue a new work book upon a written application from the employee indicating the reason for its absence. The employer cannot enter information about previous places of work into the new book based on the employee’s words. The first record of work will be the place of work where the new work book was issued.

If suddenly an employee finds a lost work book with records of previous places of work and asks to cancel the new book, then you should know that doing this will be problematic for the employer. Work books are strictly accountable documents, and records of their movement are entered into a special accounting book. The procedure for canceling a work book is not regulated in any way.

Having two work books does not have any negative consequences for the employee, such as unaccounted work experience. Information about the insurance premiums transferred for him from all previous employers is in the database of the Pension Fund of the Russian Federation, the Compulsory Medical Insurance Fund and the Social Insurance Fund. A new work book does not invalidate the previous work book. You can simply give the employee a copy of his application for a new work book, certified by the employer, if he has to explain at another place of work why there are two books.

Current forms of work books

By Decree of the Russian Federation dated April 16, 2003 No. 225, work books of a new type were introduced on January 1, 2004. Along with this new form, work books are valid, the form of which has been approved:

• Resolution of the Council of People's Commissars of the USSR dated December 20, 1938 No. 1320 "On the introduction of labor books";
• Resolution of the Council of Ministers of the USSR, All-Union Central Council of Trade Unions dated 09/06/1973 No. 656 “On work books of workers and employees”;
• Resolution of the Council of Ministers of the USSR dated April 21, 1975 No. 310 “On the work books of collective farmers”;

The work books of these samples, having already been started by the employees, continue to be valid and do not need to be changed. If the employee received his first work book after 2004, then when registering it, only new forms can be used.

Making entries in the work book

According to the Instructions approved by the Resolution of the Ministry of Labor of October 10, 2003 No. 69, entries in the work book can be made in black, blue or purple ink with a fountain pen, gel or ballpoint pen. Abbreviations like “ex.” are not allowed. instead of “order”, “art.” instead of “article”, “TC” instead of “Labor Code”, etc. Dates are indicated in Arabic numerals in the format: day and month - two digits, year - four digits.

In the sections of the work book “Information about work” and “Information about awards” it is unacceptable to cross out inaccurate, incorrect or invalid entries. If necessary, after the last entry in the book, write “The entry for number such and such is invalid,” and then make the correct entry. If an entry in the work book about dismissal or transfer to another permanent job was declared invalid, then, upon a written application from the employee, he is given a duplicate work book without making such an entry in it.

When the person with whom the agreement was concluded has already worked before, he brings a work book, the title page of which is filled out. If the work book is filled out for the first time, it must be completed within a week.

Employee information on the title page are entered according to the rules:

• the surname, first name and patronymic are written in full, without initials, as indicated in the identity document;
• information about education: general, secondary vocational, higher, postgraduate is entered on the basis of educational documents (certificate, certificate, diploma, etc.);
• if the employee is still studying, then a record of incomplete education is made on the basis of a certificate from the educational institution, grade book, or student card.

After entering this data and indicating the date of filling out the work book, the employee must certify with his signature on the title page the accuracy of the information about him, then the title page is signed by the person responsible for issuing work books and the seal of the organization or personnel service is affixed. A work book without a seal on the title page will be considered invalid.

Further changes to basic information about the employee are made on the basis of documents (passport, certificate of marriage or divorce, change of last name, first name, patronymic, etc.) with reference to their number and date. The previous surname, first name, patronymic, and date of birth are crossed out with one line and new data is written down. Links to the documents on the basis of which changes were made are written on the inside cover of the work book and certified by the signature of the employer or a person authorized by him and the seal of the organization (HR service). When adding records about education, profession, or specialty on the title page, the previous records are not crossed out, but only new ones are added. There is no need to make links to new educational documents on the internal page; this is not provided for by the rules.

When entering information about work indicate the full and abbreviated name of the organization. Next, a record is made of employment in the employer’s structural unit, position (profession, specialty), as well as the date and number of the order or other decision by which the employee was hired.

The name of the position, specialty, profession must correspond to the employer's staffing table. If working conditions require benefits or restrictions, then this name must be written as indicated in the qualification directories. An appropriate entry is made in the work book of an employee who, during the period of work, received a new rank (class, category) or a second profession (specialty, qualification).

Work books and inserts in them are documents of strict accountability, so they must be stored in safes, metal cabinets or other conditions that ensure their safety. The law does not prohibit handing out work books to employees, but the employer will be held responsible for loss.

Issuance of a work book to an employee upon dismissal

The employee must be issued a work book on the day of termination. If this is impossible to do, because the employee refuses to receive it or is absent from the workplace altogether, the employer must send a written notification of the need to appear for the work book or agree to send it by mail. Such notification relieves the employer of responsibility for the delay in issuing the work book. When handing out a work book, the employee must sign the personal card and the book for recording the movement of work books and their inserts. Work books, inserts and their duplicates, not received by employees upon dismissal, are kept by the employer until demanded, and unclaimed ones - for 75 years.

One of the important responsibilities of personnel officers/accountants at an enterprise is maintaining work records. This document records all information about the employees’ work activities: hiring, transfer to a new position, awards, dismissals, indicating the reasons. The entry in the work book will later become the basis for calculating a pension, so personnel officers must be extremely careful to comply with the established rules. Every nuance is important: even small mistakes can lead to serious problems for an employee, so sample wording for entries in the work book must be observed.

Who is responsible for making entries?

According to current legislation, an entry in the employment record must be made by the employer who enters into an employment relationship with the employee.

At enterprises there is a specially authorized person for this - a personnel service employee is usually responsible for maintaining books. In small organizations, the functions of personnel officers are often assigned to an accountant, but in any case, the responsibilities must be secured in writing by the manager.

For a person who gets a job for the first time, the first entry in the work book must be made by this employer. In this case, the HR representative or other authorized employee, among other things:

• fills out the title page;
• indicates the name of the organization;
• makes a record of employment indicating the date and order number.

General design requirements

First you need to understand where to make an entry in the work book. Also, its maintenance requires attention to detail and strict adherence to the smallest detail of the requirements that have been enshrined in law.

First of all, any sample entry in the work book must be legitimate. The title page should be filled out only with documentary evidence of the information: the new employee must provide a passport and an education document giving the right to occupy a certain position.

If errors are made on the title page, the employee will have to go to court to prove the ownership of the work book. Therefore, the utmost attention is required from the personnel officer.

There are general rules for making entries in the work book:

• any entries must be made only in black, blue or purple ink with maximum accuracy;
• records are numbered, the serial number is placed in a specially designated column;
• When entering any information, abbreviations are unacceptable: it is necessary to enter the words in full: not “item”, but “point”, not “order”, but “order”;
• dates are entered only in numbers in the format dd.mm.yyyy. For example, the employee’s hiring date will look like “09/25/2018”.

All wording must comply with regulations. They are regulated by rules and special instructions published by the Ministry of Labor in 2003.

What are the deadlines for making entries in the work book?

After official hiring, an entry in the work book is made within 5 days.

If an employee is officially employed for the first time, he must purchase a work book and submit it to the employer’s human resources department for completion. The necessary data will be entered into it within 5 days, with the first day of work being the day the employment order is published.

Information about transfer to another position or transfer to another department must be recorded in the work book within 1 week from the publication of the order.

If an employee resigns, an entry about this must be made in the book. on the day of dismissal, after which it is handed over to the employee.

During the period of employment, the employee’s record book is kept in the personnel service of the organization and is not handed out. If an employee needs to confirm the availability of official work - for example, to obtain a loan from a bank - he must write an application to provide a certified copy.

Entering information about work

The most important is the 3rd section. It is here that information about employment, position, transfer to a new job or dismissal is entered.

There are several rules when filling out section 3:

• the first entry in it when applying for employment is the full name of the organization (the full name must be indicated);
• an entry is made in the column that the employee has been hired, the structural unit and position are indicated (the department is not always indicated: it must be entered only if it is an essential condition of the employment contract);
• if an employee is transferred to a new position or permanently moves to another department, information about this must also be reflected;
• if an employee resigns, entries in the work book reflect the fact and reason for dismissal, as well as the corresponding article of the Labor Code.

Each entry in the 3rd column is justified by an entry in the fourth. It must indicate the numbers of orders, instructions and other documents on the basis of which the employee was hired, transferred, fired, etc.

If errors were made when filling out, you must enter the invalidity of the entry indicating its number, and then enter the correct information.

In conclusion, we note that on the Internet you can find a lot of real photos of work record entries. However, we do not recommend mindlessly copying them: follow the general regulatory requirements, the main ones of which we have reflected in this article.

A list of situations is given when such conclusions are allowed.

IMPORTANT: It is permissible to conclude a fixed-term contract with employees only when there is official confirmation that it is impossible to conclude a permanent, open-ended contract.

In this case, the period of work may be limited to different durations. It can be less than two months for temporary or seasonal work.

Accordingly, it is not advisable to hire workers for such a period. However, according to the norms of Article 65 of the Labor Code of the Russian Federation, an entry is made whenever the employee claims to make it.

If a person is hired as a deputy for a temporary vacancy, the period of his work may be quite long.

For example, absence from maternity leave and further leave to care for a child until the child is three years old can open up a vacancy for 3 or more years.

The same applies to university teachers and other specialists who are elected by competition for a 5-year term. In this case, keeping the book with the employer, with information about the position filled in, is extremely advisable.

Therefore, according to the regulations, the legality of making an entry is as follows:

1. for short-term employment relationships - up to three months, including when registering seasonal workers, the employment contract is issued at the request of its owner.
2. When replacing during maternity leave, in elective positions for a period of 4-5 years, the document must be submitted or issued at the place of work for first-time employed persons.

The registration of information in the labor office has minor differences with open-ended types of employment.

However, the employer is obliged to follow them in order to avoid violations of personnel records, focusing on the provisions of Article 66 of the Labor Code of the Russian Federation.

The specifics of the design are as follows:

• the entry into office is identical to that made in the case of permanent employment;
• the dismissal record differs in the grounds for termination of work;
• the remaining provisions are also unified and based on basic norms.

Procedure for creating an employment record

The book is filled out by the employer, a personnel specialist or a special authorized person responsible for maintaining and storing the books. Such powers can be transferred to employees if the entrepreneur or company does not have a specially dedicated personnel production.

The assignment of responsibility is formalized by a special order, indicating the position and personal data of the person assigned to the work.

After which third parties do not have the right to access personnel documentation.

The entry into office is made no later than 5 days after the appointment. A fixed-term employment contract and an order for employment are preliminarily prepared, executed and signed by the parties (Article 65 of the Labor Code).

The contract and order must indicate the reason for the upcoming dismissal or its date, otherwise it will be regarded as concluded for an indefinite period and the dismissal will be illegal.

Entering information according to the sample

At the top of the sheet, without indicating the serial number and date, the name of the company or individual entrepreneur is indicated. The line below in the first column contains the serial number following the previous entry. For the first time, employed persons are given 1, without the symbol No.

In the second column, where you should enter the date of hiring, there are 3 columns.

They are entered in turn:

• number;
• month;
• year of employment.

The entered date must correspond to the first working day specified in the application for admission, contract and relevant order.

The third column contains information about what position the temporary worker or deputy is taking.

The recording is made concisely. For example: “Accept the position of salesperson in the office supplies department.”

There is no need to indicate here that the main employee is being replaced or the person is employed temporarily for other reasons. This information must be present in the order and employment contract.

The fourth column contains the grounds for employment. These are the employment orders. Enter the name of the document “order” and its output data: number and date of issue.

The entered information about taking up a position is not endorsed or certified by a seal. They remain in this form until they are fired. The legal capacity of a record is based on an order and an agreement.

Hiring under a fixed-term employment contract, entry in the employment record:

Redundant information in the employment record is highlighted in orange:

The procedure for indicating information about dismissal

Dismissal is governed by the norms of the contract, which loses legal force on the day appointed upon its conclusion.

If we are talking about a deputy, it is due to the departure of the main employee. Its early termination is also allowed, at the initiative of one of the counterparties.

Before filling out the employment form, a dismissal order is drawn up. The date of dismissal must coincide with the information entered in the book and the day of termination of the contract specified at its conclusion.

If a deputy was accepted, then the order indicates the reason: “in connection with the release of Ivanova I.I.” In this case, the day of departure of the deputy must be indicated as the day preceding the departure of the main employee.

Entering information according to the regulations

There is no longer any need to indicate the company name. The serial number following the previous one is immediately placed. Next, using a similar principle, the date of dismissal corresponding to the last working day is entered.

The information about the work indicates the basic wording, which should reflect the norms for terminating the employment relationship for fixed-term contracts.

The wording provides the following entry:“Dismissed due to termination of the employment contract”, then there is a mandatory reference to the norms of legislation: “based on paragraph 2 of part 1 of Article 77 of the Labor Code of the Russian Federation.”

Abbreviations such as the Labor Code of the Russian Federation are not allowed in the name of a legislative document.

If termination occurs early, other articles of legislation are indicated, according to the initiative taken by the employee or employer. Then the norms for entering information will not differ in any way from permanent, open-ended employment relationships.

After making an entry, the visa of the employer (IP) or the authorized person who made the entry is issued.

At the same time, his position and surname with initials are entered. When transferring the document into the hands of the owner, he also puts his signature a line lower than the person responsible for entering the information.

After the entered data is certified by the signature of an authorized employee, a stamp is affixed. Here, a round seal of the organization is used, which must not be replaced with a personnel seal.

Its location must comply with basic standards:

1. horizontally - in the middle of the sheet;
2. vertically – two lines below the employer’s signature.

The completed document is issued on the last working day personally to the resigning temporary worker. Information about the issue must be entered in the issue journal, signed by the responsible person and the owner of the document.

An example of making a notice of dismissal under a fixed-term employment contract:

Conclusion

If employment information is entered into a temporary worker’s work book, it must comply with the nuances provided for by law.

First of all, you need to pay attention to the specifics of dismissal, when hiring is based on basic unified requirements.

When a new employee is hired, the employer has an obligation to fill out his work book. This rule is not mandatory when it comes to part-time workers. For them, an entry can be made solely on the basis of a written application provided.

When making an entry for employment, it is displayed in the same way as one that does not have a specific validity period. The entry made upon dismissal is different, since in this case the expiration of the contract is indicated as the basis.

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When applying for a job as a conscript, filling out a work book follows the same procedure as filling out a book for a permanent worker. The first step is to issue an order for the organization, on the basis of which the recording is made. Information is entered into the labor report in the standard manner.

Features of concluding a contract

The upcoming work may be of a nature that does not allow the employment relationship to be formalized for an indefinite term. In this case, a fixed-term employment contract is concluded with the person.

If at the time of registration of the employment relationship there are no specified grounds, a fixed-term employment contract cannot be signed with the person. If this rule is neglected, any labor dispute will end in favor of the employee, and the employer’s actions will be qualified as a violation of his rights.

Also, a fixed-term contract cannot be renegotiated many times without interrupting the relationship between the employee and the employer for a certain time, provided that the employee performs the same job function in the organization. Such agreements may be recognized by the court as concluded for an indefinite period.

What the Law Says

According to the law, if information about a citizen going to work is not entered into the work book within 5 days, this may become the basis for the application of penalties to the employer by the State Labor Inspectorate.

According to the provisions of Article 58 of the Russian Labor Code, a fixed-term employment contract is concluded with a specialist in the case of a short-term employment relationship with him or a relationship whose maximum period is up to 5 years.

The work book is considered to be the main document of a working person, which indicates the period of her working activity. It is this document that subsequently serves as the basis for calculating the length of service of a particular person upon retirement.

In this regard, to the question of whether an entry in the labor record is needed if a person is hired under a fixed-term contract, the answer is yes. The exception is for persons who work part-time; the relevant information is entered into their employment record only if there is a corresponding request from them.

The conditions under which the contract is drawn up are regulated by Article 59 of the Russian Labor Code. It stipulates not only the terms of employment, but also the period when the employment relationship will end. This document needs to explain the basis on which these boundary terms are established.

Based on the signed contract, a corresponding order is issued for the organization. It is this document that is the basis for making a corresponding entry in a person’s work book.

Differences from unlimited

The rules by which an entry is made in the work book are determined by the Instructions for filling out the work book and its inserts, which came into force in 2003. In any standard or non-standard situation, this document should be used as a guide.

The Instructions do not contain special rules regarding making an entry when hiring on a fixed-term contract. This means that records for "urgent" work are no different from standard records. Employers should not be afraid that during an inspection by regulatory authorities they will be pointed out a discrepancy between the terms of the contract and the entry in the labor record, since the rules are unified.

At the legislative level, it is provided that in some cases, relations arising on the basis of a fixed-term contract can be extended. Circumstances may change and no matter what time frame is established in the contract, a person has the right to resign at any time of his own free will. In this case, the date of dismissal, which was specified in the contract when hiring, will not be relevant.

The procedure for making an entry about a fixed-term employment contract in the work book

Registration of an employee’s work book when signing a fixed-term employment contract is carried out according to the following algorithm:

1. An entry for employment is made within the first 5 days from the date of commencement of work, provided that this place of work is the main place of work for the person. There is no need to focus on the nature of the contract.
2. The person responsible for maintaining the work records of employees makes an entry in this document in the form of a heading, which requires indicating the full name of the organization. The entry is assigned a number in order, the date is indicated, the fact that the person was hired is reflected, it is necessary to indicate the position and the order, which is the basis for enrolling the employee on the staff.
3. If an employee is transferred to another position/to another division of the company during the validity of the contract, this fact must be reflected in the labor report in the general manner. It is also not necessary to indicate the urgency of the contract. The same applies to incentives, assignment of ranks and any other information that must be entered in the book.
4. When an employee is dismissed after the expiration of the employment contract, an entry is made in the book that indicates why the dismissal occurs with reference to the relevant article of the Labor Code of Russia. Otherwise, the registration of the labor document has no special features in this situation.

Record upon dismissal

The issue of displaying the end of a fixed-term contract in an employee’s work book requires a more detailed consideration, since the termination of such a contract is associated with certain features. There are a number of circumstances that lead to an extension of the contract.

In some cases, as a result of prolongation, a document may change its status and become permanent. This happens when neither the employer nor the employee himself, at the time the document expires, expressed a desire to terminate the existing employment relationship.

The employer must notify employees in writing about the termination of a fixed-term contract. The employee must receive the notification no later than 3 days before the end of the contract. There is one exception to this rule; it concerns individuals who perform work during the absence of the main employee from the workplace, for example, due to a long illness.

If there is no warning, then dismissal takes place with the consent of the employee or on a general basis.

Depending on the basis for termination of a fixed-term employment relationship, the termination date may be as follows:

When the employment relationship ends, a certain entry is made in the employment contract, which may sound like this: “The employment contract is terminated due to the end of its term, clause 2, part 1, article 77 of the Labor Code of the Russian Federation.” The entry is accompanied by the signature of the personnel employee and the owner of the work record. On the last working day, the document is handed over to the dismissed employee against signature.

Early termination of a fixed-term contract is possible for the following reasons:

• the parties have reached an agreement;
• the employee moves to another organization;
• the document is terminated at the initiative of the employee or employer;
• changed working conditions have led to the person refusing to perform the duties assigned to him.

Many HR, clerical and accounting specialists, even those with extensive work experience, do not know how to make corrections to the work book.

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Errors in this important document are extremely rare, but if an incorrect entry is made, it is not only possible, but also necessary to correct it in accordance with the law.

Legal basis

In 2003, the Russian Ministry of Labor and Social Development developed a special instruction (No. 69) regulating the procedure for filling out work books.

Corrections to the document must be made in accordance with these requirements.

When working with work books, you should also take into account the provisions of 225 of the Decree of the Government of the Russian Federation, regulating the maintenance and storage of these documents (2003).

In what cases and how are corrections made in the work book?

Incorrect information can be found both on the title page of the work book, and in its sections and on the insert to it.

The data correction scheme is almost the same, but each case will have its own characteristics.

General rules

The registration of the work record book itself should be treated with special attention in order to avoid future problems with calculating the employee’s pension.

If incorrect information has been entered into the new document, it must be destroyed.

If an error is detected in an already valid document, the entry is not crossed out or shaded. It is corrected by the new entry below.

The entry is incorrect

Text contributed by another organization

Even if an error in the document was made by personnel officers of another company, specialists of the new organization make corrections in the employee’s work book.

To do this, he must provide the employer with documents confirming the fact of the error and containing correct information.

Correction by the organization making the entry after dismissal

If, after dismissal, the employee is not yet officially registered at the new workplace, the previous employer can correct the identified incorrect information.

To do this he:

• He enters the name of his organization in the “Work Information” column, thereby opening a block of records on behalf of the former employer (after all, a dismissal record was previously entered, and it is not clear who is entering the data and on what basis).
• The current date of correction is indicated in Arabic numerals.
• The entry is declared invalid and the correct information is indicated.
• The details of the Order are inserted, confirming the truth of the new data.
• The personnel department specialist and the owner of the work book put their signature, the organization’s seal is affixed - the block of correctional records is closed.

Example:

Wrong dates indicated

The inattention of the personnel officer when writing dates in the work book can lead to further problems with the Pension Fund, so the employee himself must double-check what is written in the document several times.

An error in the date of admission to the organization or in other dates must be corrected as soon as possible.

If it is detected, the employee:

• Writes a statement addressed to the director with a request to correct the mistake.
• An order is issued regarding the need to make corrections, and a number is assigned to it.
• The HR employee confirms in writing that the previously specified data is invalid.
• The correct date is entered, the order number is indicated - the basis for making changes.
• The specialist writes his position, surname, initials and signature, and puts a stamp.

If there is an error in the employee’s date of birth, this date is completely crossed out with a solid line, and the correct information is written on top.

On the side, the information is specified, the series and number of the Russian Federation Passport with correct information is indicated.

Example:

The order details were entered incorrectly

It is important to know how to correct an error in one of the most important columns of the work book - information about the document on the basis of which the data is entered.

In most cases, data is entered on the basis of an order.

The procedure for entering data about the order is as follows: document, its date and number. It is a mistake to change the order of these details. If it is necessary to change the entry due to incorrectly entered information about the order, the entry is duplicated, but the last column is written without an error.

If an error was made in the order itself, the series and number of the order canceling it should be written down in column 4.

Correction of award information

The work book provides a separate section for entering information about rewarding an employee for special services to the enterprise.

Often this section is not completed. But sometimes information about awards is not only entered into the document in a timely manner, but also contains an error.

In this section, as in other parts of the work book, information cannot be crossed out or shaded.

It is necessary to make a note on the current date that the previous entry is not valid, further indicating the correct information.

Example:

Replacing information on the title page

Basic information about the employee is contained on the title page of the work book.

An undetected error in the basic details of this page should be corrected immediately upon discovery. It is forbidden to cover with a stroke.

Under the incorrect information, you should make a note that the above data is invalid, and then write the correct information.

In exceptional cases, crossing out words on the title page is permitted.

After crossing out, the correct word is written, then the correction is certified by the employer and stamped.

Example:

Data and corrections to the work book are entered with black, purple or dark blue paste, which is light-resistant and water-resistant.

Examples of changing the last name in the work book are the most common in practice.

There are no specific rules for correction at the legislative level, but it is customary to use the following correction scheme:

• Outdated or erroneous information is crossed out with a solid line.
• The actual last name is written below (next to it).
• From the inside (on the left), the corrected information is clarified and confirmed by entering the name, series and number of the document - the basis for the correction.
• The correction is certified by the employer, signed and stamped.

Correcting inaccuracies in the insert

If an employee often changes positions and places of work, some sections of the work record may run out.

For further entry of information about work, a special insert is attached to the work book.

In him:

• If the entry is made incorrectly during the registration of the new insert, it is subject to destruction, about which a corresponding act is drawn up.
• If the first page of the work book already contains the series and number of the damaged insert, then the series and number of the new form are also affixed.
• If there is an error in any of the entries made in the insert, the procedure for correction is standard. First, the serial number of the new entry is entered, then the date the correction was made and the correct text.
• The specified information must be confirmed by the Order, its series and number must match the Order data in the previous entry.

Cancellation if entry made in error