Regulatory requirements and concepts have been developed that every employer must rely on. The Labor Code has legal force provided that the specified requirements are met. The main resolutions are defined in Ch. 10 and 11 of the Labor Code of the Russian Federation, and Art. 66 defines the basics of labor.

Important are the Rules and Instructions, which define the requirements for maintaining and storing books, as well as the literal standards for filling out and making entries in them.

Sample filling work book for hiring:

If a young specialist gets a job after studying at a university or after graduating from a college or technical school, registration is carried out upon presentation of a diploma in the same way.

To directly include job details, you need to build the following legal chain:

1. The person seeking employment writes an application to the employer, which he signs.
2. An order is drawn up based on the signed application.
3. Based on the order, an entry is made into the labor record.

The indicated information is alternately entered into four columns, each of which constitutes an independent group of data. The information entered should not differ in any way during the initial hire and for persons who previously worked. The primacy of the entry is determined only by the serial number of the information entered.

Filling out a work book when applying for a job - sample:

When hiring, the name of the organization is entered before making an appointment; no stamp is placed. The absence of a stamp on the admission information is dictated by reliance on the provisions of the Instructions (No. 69), indicated in paragraph 3.1.

1. In the first column, enter the serial number of the entry. Carefully check that he continues the numbering, starting from the previous entry.
2. In the second, enter the date.
3. The third column contains the main base record. Here, enter information about where (in which division of the enterprise) the arrival is registered, with the name of the position. The entry is made concisely and clearly, using the wording adopted in the Instructions (clause 3.1). The position must strictly coincide with the official name.
4. In the last, fourth column, enter the name of the document “order” and its outgoing data: number and date of issue. With this order, the person was employed in the position postulated by the entry.

Read what to do if your organization is renamed.

Keep in mind that The date of hire must be entered, that is, indicate the day on which the employee will begin his duties on the basis of the order. Do not confuse it with the day the entry was made in the book.


The date of entry into the book will be indicated on the title page if the employment record is started for the first time, but in the information about the work - only the day of release (Appendix 3 of the Rules).

The hiring date indicated in the second column of the employment record always coincides with the information in this regard:

• in the order,
• in the employment contract.

The slightest discrepancy in this regard can become a problem for both the owner of the work document and the person who made the mistake. However, any mistake made must be corrected immediately. At the same time, do not cross out an erroneous entry or correct the date in any other way; this is a serious offense. Proceed as follows:

1. Enter the next serial number.
2. Indicate that the entry under the corresponding number is invalid and here, under the same number, enter the correct information.

For example:

• “Record number 45 is invalid
• Hired to the position of 3rd category cook from 11/11/2011.”
• Enter the order for the correct entry.

Pay attention to the most important nuances:

1. The name of the organization is entered before entering the serial number and date, that is, the entry ends with a line higher than the basic information is entered.
2. In numbering, a “0” is not placed before the current number of the serial number.
3. All information and wording must coincide with the data from the order by which the person is hired. But in labor they have a more concise presentation (clause 10 of the Rules).
4. When making an entry in a book, punctuation marks are not used: periods and commas.
5. Information not provided for in the Instructions is not included in the TC.
6. When recording, only Arabic numerals are used.

Shift work

When working in shifts or on a rotational basis, as well as in other cases, the employee’s first working day may occur on the day off of the person authorized for registration workers. This point shouldn't bother you. In accordance with the regulations, making an entry in the labor record can come true within a week, but not later.

So in this case, do not rush to make an entry in advance; it is better to formalize everything in a calm atmosphere after the day off, and at this time the employee will establish himself in the workplace.

According to the situation, an employee who has worked for less than 5 days is not required to make an entry in the employment record.

If your new employee, after making an entry and registering for work, still does not show up for workplace– both the contract and the entered information can be canceled. In order for an annulment to have the status of a legal precedent, You need to collect documents confirming this fact, which can be:

• certificate of absence from work;
• memorandum from the head of the department.

Cancel hiring can be done by a separate order, within 5 working days from the date of hiring the unscrupulous worker. In this case:

1. A new serial number is placed in the first column, for example 7.
2. The second column contains the date that corresponds to the date in the order to cancel the employment contract. It coincides with the first planned but never completed release day.
3. In the next column you write: “entry number 6 is considered invalid due to the cancellation of the employment contract.”
4. In the last column, enter the outgoing data of the order that canceled the employment contract.

What is the deadline for making an entry in the work book about hiring? In accordance with clause 10 of the Rules, information about work is entered into the Labor Code no later than 7 days from the date of hiring. In this case, the date on the title page of the book may be later than in the information about the work. This is normal, don’t let this disagreement bother you. If a person is employed for the first time, then, based on clause 8 of the Rules, enter the information in his presence.

The entry made into the Labor Code has some features, if admission is carried out by transfer. When hiring, the data you entered must be preceded by an accurate record of dismissal with a link to the transfer to your organization.

These entries are made on the basis of applications that are registered by employers, one of which dismisses the employee, and the other accepts him.

Based on the applications, orders are drawn up, which include the facts of dismissal and hiring in the order of transfer. Based on them, the following entry is made:

1. Your company name.
2. The serial number of the record following the previous one.
3. The date of hiring, which coincides with the date of dismissal from the previous place of work with a difference of 1 day, except in cases of weekends, which can determine the difference of 2-3 days.
4. Information about hiring, indicating that the hiring is carried out in the order of transfer from an organization (enterprise), the name of which must be entered in full. The position, rank and other necessary data are also indicated here.
5. Link to the order hiring in the order of transfer.

Please keep in mind that under no circumstances should you add labor record about admission if there is no record of dismissal. If the organization in which the subject worked collapsed without making the appropriate entries, he has the opportunity to restore the legal content of the Labor Code by carrying out procedures for recognizing the right to make an entry, but this is not within the competence of the employer.

Conclusion

Drawing up a technical documentation is a responsible job that relies on a variety of nuances. The employer and the authorized person are obliged to know them sufficiently so as not to ruin the employee’s work career, and not to get into a cycle of litigation.

Mistakes made should be avoided by everyone accessible ways. And if they occur, it is necessary to correct them in all permitted ways, without leaving behind unresolved situations.

Keep in mind that the entry in the Labor Code will be accompanied by your signature, which will not relieve you of responsibility throughout the entire labor activity employee.

How to fill out a work book correctly?

All entries in the work book are made without abbreviations and have their own serial number within the corresponding section. Dates are entered in Arabic numerals: day and month - two characters, year - four characters (for example, 05/11/2011)

Instructions

1 step. Fill out the first page of the work book. If there are already entries there, check that they are correct.

1. Please fill in your last name, first name and patronymic in accordance with your passport details.
2. Write your date of birth in Arabic numerals (for example, 01/19/1987).
3. Please indicate your education in words and in full (for example, “secondary vocational”, “higher vocational”).
4. Write down your specialty in the nominative case, based on your education document (for example, “teacher”, “accountant”, “economist”).
5. Indicate the date the work book was filled out. It must be no later than 5 days from the date of hire.
6. Write your signature legibly and transcribe it next to it. Make sure that the owner of the book signs to confirm the information you provided.
7. Put the seal of the organization (enterprise), but not the HR department.

Step 2 - Before applying for a job, put a company stamp with its data or write it down in full. Now fill in the fields:
Column 1 - the number of the record in order (it is placed opposite the record of the admission, transfer, dismissal of the employee, and not the stamp).
Column 2 - date of entry in Arabic numerals (it must correspond to the date of admission, transfer, dismissal and the date of drawing up the corresponding document (order, instruction, etc.), and not the day when you fill out the work book).
Column 3 - information about hiring, transfer, dismissal, renaming of a department or organization without abbreviations in accordance with the order, regulation (for example, “dismissed due to the expiration of the employment contract, paragraph 2 of part one of Article 77 of the Labor Code Russian Federation"). If the employee is fired, indicate your position, sign with a transcript and the seal of the organization. The signature of the owner of the book must be present, which indicates his familiarization with the entry.
4 columns - basis for recording (order, instruction, decision general meeting, protocol), date in Arabic numerals and document number (for example, “Order dated 05/07/2011 No. 133-ok”).

Step 3 - In the “Information about awards”, make only entries about state awards and honorary ranks in accordance with orders, as well as awards with certificates of honor, badges, diplomas, etc., produced by the organization. In column 3, write down by whom, for what merits the employee is awarded and the type of award. The remaining columns are filled out in the same way as in “Job Information”.

• Cash bonuses are not entered into the work book.

Step 4 - Make an entry in the work book for part-time employment, if the employee so desires. But this can only be done in the personnel department at the main place of work.

Note:

1. Do not make an entry about hiring in your work book earlier than 5 days after the date of admission. If during this time the employee decides to terminate the employment contract, then there should be no record.
2. You cannot continue writing about work in the “Information about awards” section. If the “Job Details” section has ended, the HR specialist must complete and sew the insert into the work book.

As for the document on the basis of which an entry for employment with an individual entrepreneur is made, such a document is an order (instruction) for employment, issued on the basis of a concluded employment contract (Article 68 of the Labor Code of the Russian Federation; clause 3.1), Instructions for filling out employment books approved by Decree of the Ministry of Labor and Social Development of the Russian Federation dated October 10, 2003 No. 69.

An entry in the work book should be made from the date of commencement of work for the given individual entrepreneur. Accordingly, in this case, when an employee hired before October 6, 2006 is dismissed, an entry about the dismissal is also made in the work book. If there is no entry in the work book about the hiring of an employee hired by an individual entrepreneur before October 6, the entry about the dismissal of such an employee after October 6 has no basis (Letter of Rostrud dated August 30, 2006 No. 5140-17).

Example. Ivanov B.A. works for a private notary Vladimir Vasilievich Petrov as a driver. Employment contract No. 117 dated November 15, 2004 was registered with the local government. Ivanov B.A.’s work record book available. The employment order is dated November 15, 2004.

How should a private notary formalize the work book of Ivanov B.A.?

Note! Column 2 indicates the date of hiring, and not the date of filling out the work book. These dates are often confused in practice.

At the same time, in old-style work books, column 2 previously indicated the date of entry. In this regard, there is still another point of view regarding the filling out of work books by individual entrepreneurs after October 6, 2006. Many experts agree that since until October 6, 2006, entrepreneurs were not allowed to keep work books, therefore, indicating in column 2 the actual date of hiring may indicate that the work book was filled out “retroactively,” which is a violation. Therefore, they proposed making an entry in the work book about the hiring of an employee, the date of entry into force of changes to the Labor Code of the Russian Federation (column 2 - 10/06/2006; column 3 - name of the employer, entry about the structural unit, position and date of hiring).

Most experts believe that the more successful option is the one proposed in the letter of the Ministry of Social Health Development dated August 30, 2006 No. 5140-17 (making a record of employment from the date of commencement of work for this entrepreneur), since it is this option that is more in line with the interests of the employee .

Information in the work book about awards

The following information is entered into the work book: about rewarding for labor merits:

a) on the awarding of state awards, including the conferment of state honorary titles, on the basis of relevant decrees and other decisions;

b) on awarding diplomas, conferring titles and awarding badges, badges, diplomas, certificates of honor by organizations;

c) on other types of incentives provided for by the legislation of the Russian Federation, as well as collective agreements, internal rules labor regulations organizations, charters and regulations on discipline.

Entries about bonuses provided for by the remuneration system or paid on a regular basis are not entered into work books.

The procedure for entering information about awards is regulated by Section 4 of Instruction No. 69.

When filling out information about awards in column 3 of the “Information about awards” section of the work book, the full name of the organization is indicated as a heading, as well as the abbreviated name of the organization (if any); below in column 1 the serial number of the entry is entered (numbering increasing throughout the entire period of the employee’s work activity); Column 2 indicates the date of award; Column 3 records who awarded the employee, for what achievements and with what award; Column 4 indicates the name of the document on the basis of which the entry was made with reference to its date and number.

Entries in the work book about dismissal

According to the Rules for maintaining and storing work books, records of dismissal are entered into the work book on the basis of the relevant order (instruction) of the employer on the day of dismissal and must exactly correspond to the text of the order (instruction).

Entries in the work book about the reasons for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or other federal law, with reference to the relevant article, paragraph of the Labor Code of the Russian Federation or other federal law.

Clause 5.1. Instruction No. 69 establishes that the entry of dismissal in the work book is made in the following order:

Column 1 contains the serial number of the entry;
Column 2 indicates the date of dismissal (termination of the employment contract);
in column 3 an entry is made about the reason for dismissal (termination of the employment contract);
Column 4 indicates the name of the document on the basis of which the entry was made - an order (instruction) or other decision of the employer, its date and number.
The day of dismissal of an employee is the last day of his work (Article 77 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation)), unless otherwise established by federal law, an employment contract or an agreement between the employer and the employee. The Labor Code of the Russian Federation provides for cases when the day of dismissal may not only be the last day of work: for example, in accordance with Article 127 of the Labor Code of the Russian Federation, when providing unused vacation with subsequent dismissal (upon a written application from the employee), the day of dismissal is considered the last day of vacation. The exception to this is cases of dismissal for guilty actions.

March 15, 2005 is considered the last day of work of A.N. Petrov, who was fired due to a reduction in the number of employees of Mars CJSC.

In the work book of Petrov A.N. The personnel service specialist of Mars CJSC must make the following entry: in column 1 of the “Work Information” section the serial number of the entry is entered, in column 2 the date of dismissal is indicated (03/15/2005), in column 3 the entry is made: “Dismissed due to a reduction in the number of employees organization, paragraph 2 of Article 81 of the Labor Code of the Russian Federation", column 4 indicates: order No. 54-k dated March 15, 2005.

End of the example.
When terminating an employment contract at the initiative of the employer, a record of dismissal (termination of the employment contract) is made in the work book with reference to the corresponding paragraph of Article 81 of the Labor Code of the Russian Federation.

When an employment contract is terminated due to circumstances beyond the control of the parties, an entry is made in the work book about the grounds for termination of the employment contract with reference to the relevant paragraph of Article 83 of the Labor Code of the Russian Federation.

When terminating an employment contract on other grounds provided for by the Labor Code of the Russian Federation, a record of dismissal is made in the work book with reference to the relevant paragraph of Article 77 of the Labor Code of the Russian Federation. For example, "Fired due to at will, paragraph 3 of Article 77 of the Labor Code of the Russian Federation." Moreover, if an employee quits for reasons that provide any benefits or advantages, then, according to paragraph 5.6 of Instruction No. 69, these reasons are indicated next to the link to the article. For example, "Dismissed at his own request in connection with the husband’s transfer to work in another area, paragraph 3 of Article 77 of the Labor Code of the Russian Federation.”

When dismissal in connection with the transfer of an employee to another permanent job with another employer (to another organization), in column 3 of the section “Information about work” it is indicated in what order the transfer is carried out: at the request of the employee or with his consent.

When an employment contract is terminated in connection with the transfer of an employee to an elective job (position) to another employer (to another organization), an entry is made in the work book of the dismissed employee: “Dismissed due to the transfer to an elective job (position) in (indicate the name of the organization), paragraph 5 of article 77 of the Labor Code of the Russian Federation."

When an employment contract is terminated on the grounds provided for by federal laws, an entry about the termination of the employment contract is made in the work book with reference to the relevant paragraph or article of the federal law.

Upon termination of an employment contract with an employee who, in accordance with a court verdict, has been deprived of the right to hold certain positions or engage in certain activities and has not served his sentence, an entry is made in the work book about on what basis, for what period and what position he is deprived of the right to hold. (what activities are deprived of the right to engage in).

When dismissing an employee, all entries made in the work book during work in this organization are certified by the signature of the head of the organization or a person specially authorized by him and the seal of the organization (seal of the personnel department, seal of a separate division).

The administration of the organization is obliged to issue the employee his work book with a notice of dismissal entered into it on the day of dismissal, otherwise the Labor Code of the Russian Federation provides for the financial liability of the employer to the employee.

Based on materials from the group of consultants and methodologists “BKR-Intercom-Audit”

Part-time work

The right to make an entry about the termination of an employment contract concluded on a part-time basis belongs to the employer only at the main place of work. The employer does not have the right to make any entries in the work book of an employee working part-time for him. Consequently, an entry about the transfer of a part-time employee to another job (about his dismissal from work) can only be made after making an entry about the hiring of such a person at the main place of work. And only then, when the employee has a main place of work, the employer has the right to make an entry in the work book about his dismissal from work as a part-time worker.

Given such difficulties, in practice, a transition from a part-time job is formalized by hiring at the place of the main job and terminating the employment contract concluded on a part-time basis.

Entry in the work book about external and internal part-time work

Labor guarantees for part-time workers
Guarantee	Explanation
Part-time workers are entitled to full annual paid leave	A part-time worker has the right to basic paid leave of 28 calendar days(Article 115 of the Labor Code of the Russian Federation) and for additional paid leave, if he is entitled to it by law (Article 116 of the Labor Code of the Russian Federation)
Part-time leave is granted simultaneously with leave for the main job	If a part-time employee has not worked for another six months, then leave is provided in advance (Article 286 of the Labor Code of the Russian Federation). If the leave for the main job is greater than the leave for a part-time job, then the part-time worker can take the remaining days without saving salary (Article 286 of the Labor Code of the Russian Federation)
Temporary disability benefits are paid for part-time work	Previously, external part-time workers were paid benefits only at their main place of work, but after the Federal Law of December 29, 2006 No. 255-FZ “On provision of benefits for temporary disability, pregnancy and childbirth of citizens subject to mandatory social insurance» Sick leave is paid for all places of work. It is marked “External part-time worker” (letter from the Federal Social Insurance Fund of the Russian Federation dated January 11, 2007. № 02-18/07-132)
Part-time workers are given reduced working hours	A part-time worker must work no more than four hours a day. On days when he is free from his main job, he can work full time. For a month (another accounting period), he must work no more than half of the norm established for main employees (Article 284 of the Labor Code of the Russian Federation)
Guarantees related to training and guarantees for workers in the Far North	Provided only at the main place of work (Article 287 of the Labor Code of the Russian Federation)
Other guarantees provided by law collective agreement, local acts of the organization	Provided to part-time workers in full (Article 287 of the Labor Code of the Russian Federation)

Question answer

When placing an order for a part-time employee, in the column “With tariff rate (salary)” is the full salary according to the staffing table indicated or an amount equal to 0.5 of the rate?

Svetlana Mayorova, HR department inspector (Voronezh)

IN staffing table The part-time position is indicated as a whole unit with a full salary. But if you indicate the full salary in the employment order and employment contract, then the employee will have grounds to demand payment of the full salary. Therefore, in the contract and in the order it is necessary to indicate the salary that the employee will actually receive, and in addition, determine the conditions under which exactly this amount is paid. A part-time worker can receive a salary in proportion to the time worked, depending on output or on other conditions determined by the employment contract (Article 285 of the Labor Code of the Russian Federation).

An employee (external part-time worker) at her main place of work went to maternity leave, presenting there the original sick leave certificate. What to do with the further formalization of her part-time employment relationship?

Lyudmila Koroleva, head of HR department (Rostov-on-Don)

In a part-time job, an employee enjoys the same guarantees as in her main job. In your organization, she also has the right to go on maternity leave and count on maternity pay (Article 255 of the Labor Code of the Russian Federation). True, for this she must write a statement and attach to it a sick leave certificate issued in the prescribed manner. Please note that now sick leave for pregnancy and childbirth, as well as for temporary disability, are also issued for presentation at external part-time work (previously, benefits were paid only at the main place of work and sick leave was issued in a single copy)*. If the employee has not presented a certificate of incapacity for work, you still have no reason to provide and pay her maternity leave. We recommend that you notify your employee about this.

sample

EMPLOYMENT AGREEMENT No. 35-TD

(Extract)

Closed Joint-Stock Company"Diana" (CJSC "Diana"), hereinafter referred to as the "Employer", represented by General Director Sergei Sergeevich Matveev, acting on the basis of the Charter, on the one hand, and Maria Semenovna Polyakova, hereinafter referred to as the "Employee", on the other hand, have concluded this agreement on the following:

1. THE SUBJECT OF THE AGREEMENT

1.1. The Employer hires the Employee to the labor protection department as a labor protection specialist.

1.2. Work under this agreement is part-time work for the Employee.

1.3. The Employee's remuneration is made in proportion to the time worked. Taking into account the nature and mode of operation wage The employee's monthly salary is 15,000 (fifteen thousand) rubles.

4. WORKING AND REST TIME REGIME

4.1. The employee is given a five-day pay work week with two days off - Saturday and Sunday.

4.2. The employee is given the following work schedule: Monday, Wednesday, Friday from 15.00 to 19.00; Tuesday and Thursday from 9.00 to 12.00.

Registration of labor relations with the general director

* Federal Law of February 8, 1998 No. 14-FZ “On Limited Liability Companies”, Federal Law of December 26, 1995 No. 208-FZ “On Joint Stock Companies”.

** Federal Law of August 8, 2001 No. 129-FZ “On state registration of legal entities and individual entrepreneurs.”

Question answer

How to hire a director of an organization if he is its sole founder?

Irina Fedotkina, HR manager (Moscow)

If CEO is the sole founder of the company, then the norms of Chapter 43 of the Labor Code governing labor Relations with the head of the organization, do not apply to him. This means that there is no need to enter into an employment contract with such a director. Accordingly, there is no need to apply for a job (there is no need to issue an order, keep a personal card, or fill out a work book). The activities of such managers in managing the organization are regulated by the norms of civil law, not labor law.

TOHow to correctly make an entry in the work book of the general director of a JSC or LLC upon hiring and dismissal?

Zinaida Shapoval, HR manager (St. Petersburg)

Entries in the work book of the general director are made in the same order as for all other employees. The procedure for maintaining a work book is described in detail in the “Instructions for filling out work books”*. Unlike ordinary employees, for whom the word “accepted” is written in their work book when hiring, in relation to the general director, as a rule, the wording “appointed” is used (clause 1.3 of the Instructions) - “Appointed to the position of general director.” As a basis, you can indicate the minutes of the general meeting of participants (founders) of the company on the election of the general director or the order of the general director himself that he was elected to this position and begins to fulfill his duties (you can indicate both the protocol and the order).

The notice of dismissal of the CEO is no different from regular recording about dismissal on appropriate grounds.

Can the general director be a part-time worker and be registered at 0.1 rate? Where is this stated?

Daria Yurieva, HR department inspector (Naberezhnye Chelny)

The general director can work part-time either in his own organization or for another employer. True, in the latter case, he must obtain the consent of the authorized body of the legal entity (general meeting of founders or participants, board of directors), or the owner of the organization’s property, or a person authorized by the owner. This is enshrined in Article 276 of the Labor Code. An employee, including the general director, can work part-time in any positions, even those of the same name (Article 60 of the Labor Code of the Russian Federation). Thus, the general director of one company may well work part-time as the general director of another organization.

As for the duration of part-time working hours, an employee can work no more than four hours a day - part-time (Article 284 of the Labor Code of the Russian Federation). He may well work less, for example, 0.1 times the rate, which will be 4 hours a week.

“Employment book for employment - sample filling out” - this question can be asked in a search engine even by a fairly experienced personnel officer who has filled out work books more than once. What are the main nuances of drawing up the corresponding sample in 2018 and where you can download it, find out in the material below.

Registration of a work book when applying for a job: sequence of actions of a personnel officer

Let's study the sequence in which a specialist from the HR department of the employing company should record an employee's employment in his work book.

Before filling out the work book, the personnel officer must make sure that by this time an agreement has been signed between the employee and the employer, and an order has been issued by the head of the company to hire the person. Then, equipped with a pen with black, blue or purple ink, the HR employee can fill out the work book.

The optimal sequence of actions for a personnel officer is as follows:

• filling out column 3 of the main section of the work book - “Information about work”;
• filling out column 1 of the relevant section;
• filling out column 2;
• filling out column 4.

This sequence, as the practice of Russian personnel officers often shows, allows one to minimize errors when working with a work book.

If a person is applying for a job for the first time, then the personnel officer will also need to fill out the title page of the document.

Let us now consider the features of performing each action in more detail. Let's start by filling out the title page of the workbook - let's agree that there is a need for this.

Filling out a work book when applying for a job: title page

Filling out the title page of a workbook should not be difficult. It records:

• last name, first name, patronymic, date of birth of the employee (in the format XX.XX.XXXX, as in the passport);
• employee education (diploma, certificate);
• his profession or specialty in accordance with the document conferring a specialty or qualification (later in the article we will consider this nuance in more detail);
• date of completion of the document;
• employee signature;
• the signature of an employee of the personnel department of the company in which the work book is issued - as legibly as possible (the ideal option for a personnel officer is to enter your last name by hand);
• company seal.

Filling out the title page of a workbook: nuances

There are a number of nuances when filling out the title page of a workbook. First of all, you should pay attention to the fact that:

• The HR employee who signs the work book must have the appropriate authority, formalized by order of the director of the company (if this is not the case, then the director must sign the document);
• the norm according to which, since April 2015, Russian legal entities have the right not to use a seal in their work (Article 2 of the law dated April 6, 2015 No. 82-FZ), Rostrud does not recommend extending to the procedure for filling out a work book (letter of Rostrud dated May 15, 2015 No. 1168- 6-1), so you need to put a seal in any case, and if you don’t have one, you should create one.

In this case, the company’s use of the seal must be legitimized by indicating information about the seal in the organization’s Charter.

We noted above that the title page of the work book may contain information about the employee’s profession or specialty. The basis for making entries in the appropriate column must be a document confirming that the person has the necessary competencies. It may not always be a diploma higher education, since the position held by a person will not necessarily correspond to the qualifications obtained at the university. For example, if an employee has a bachelor’s degree in physics and wants to become an assistant occupational safety engineer, then he needs to be certified for the corresponding position - and only after that the personnel officer will be able to make an entry in the profession column on the title page of the work book. Until then, this column may not be filled out.

In order to change something on the title page of a workbook, you need to:

• cross out the previous information with a continuous horizontal line;
• enter new information slightly higher or on the same line with the previous data);
• on the page of the workbook adjacent to the cover, record an entry reflecting the essence of the changes made (for example, “The surname was changed to the surname such and such on the basis of the marriage certificate”).

Forms of new workbooks, as a rule, are sold with holograms, which must be pasted onto the workbook and are used to protect certain information recorded in the document: once pasted, the hologram cannot be removed without damaging the document. The law does not oblige employers to use holograms, but with their help you can, for example, protect the work book number, the signature of its owner or the employing company.

Filling out a work book when applying for a job: entering data in column 3 “Job information”

In column 3 of the main section of the work book, in the first available line at the top, the full and abbreviated name of the employing company is recorded. If the personnel officer has a company stamp at his disposal, in which both details are indicated, you can use it and thus print the corresponding details in the work book.

On the next available line, located below those in which the name of the company is written, the name of the position of the hired employee is indicated as part of the phrase “hired for position.” If the employment contract specifies in which structural unit of the company the employee works, then information about this is also entered in the corresponding lines in column 3. If not, then there is no need to enter anything about this in the work book.

Data indicated in the “Work Information” section of the work book and not related to dismissal should not be certified by any signatures or seals. In turn, the information that is recorded in the document upon dismissal of an employee is certified by the signatures of the HR employee and the resigning employee, as well as the seal of the company.

Filling out column 1

After filling out column 3 of the “Job Information” section, you can proceed to entering information in column 1 of the corresponding section. It records the serial number of the entry in the work book. It must be one more than the one corresponding to the previous entry. The very first entry in the work book - about hiring a person by the first employer - should have number 1, the second (for example, reflecting the fact of dismissal) - 2. The new employer will have to fill out the work book using serial number 3 and the following numbers.

The serial number of the entry in the work book is recorded in the line opposite the first line, starting with the information in column 3 containing the name of the employee’s position, that is, opposite the phrase “hired for the position.”

Filling out column 2

After filling out column 1, it would be optimal to enter data in column 2 of the “Work Information” section of the work book.

Column 2 records the actual start date of work of the hired employee - from the first day of his appearance at work. It will not necessarily coincide with the one that appears in the order, or correspond to the date the personnel officer filled out the work book.

The employee’s hiring date is recorded in a line located on the same level as the line that indicates the serial number of the entry in the work book (in column 1), and the one from which information about the employee’s position begins to be entered (in column 3).

Filling out column 4

The next action of the personnel officer is to fill out column 4 of the “Work Information” section. Everything is quite simple here. It is necessary to enter the word “Order” in the line opposite the one in which the phrase “hired for position” is present, and then indicate the date and number of the corresponding document certifying the fact that the employee was hired.

Filling out a work book when applying for a job: other nuances

Let's study what other nuances are typical for the procedure for filling out a work book by a personnel officer when applying for a job.

• the desirability of indicating the full name of the individual entrepreneur if the employer has the appropriate legal status (that is, in the first field of column 3 we write “Individual entrepreneur Petr Sergeevich Ivanov”);
• the inadmissibility of any abbreviations when writing text on the pages of a workbook;
• the need to enter information only in the blank fields of the work book (they should not contain any inscriptions or traces of the seal of the previous employer).

Where can I download samples of completed work books?

The experts of our portal have prepared for you a separate file with sample pages of the work book, reflecting the specifics of filling out this document when applying for an employee to work, taking into account the nuances that we discussed above. A sample of filling out a work book when applying for a job in 2018 can be downloaded from the link below.

Find out how to fill out an insert in a work book from the article .

Results

A work book is a document that is important to maintain without errors. This applies to recording any information in it, including that which reflects the procedure for applying for an employee to work. This procedure may involve sequentially filling out several sections and columns of the workbook.

You can study other nuances of document flow in personnel management in the articles:

Every person already working or just getting a job should think about a document that will confirm this fact in the present and give the right to a pension in the future. A work book is not simple, it is very important and the only document that reflects the entire seniority person.

Basic Concepts

First you need to understand what the law means by the term work book. The definition of this concept can be found in Article 66 of the Labor Code of the Russian Federation.

It is based on two criteria:

1. The sample work book is approved exclusively by the state and is unified.
2. It certifies information about the employee’s length of service and activities.

Legislation

The work book is drawn up strictly certain rules, which are regulated by separate legislative acts.

These include:

• Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). Expands the concept of a work book, places the responsibility for its maintenance and storage on the employer, and introduces a uniform procedure for its registration.
• Code of the Russian Federation on Administrative Offenses (hereinafter referred to as the Code of Administrative Offenses of the Russian Federation) dated December 30, 2001 N 195-FZ (as amended on June 23, 2014). Establishes liability for non-compliance with the rules for handling the work book.
• Decree of the Government of the Russian Federation of April 16, 2003 N 225 (as amended on March 25, 2013) “On work books.” Approves the form and sample of the work book and its insert, the rules of storage and maintenance.
• Resolution of the Ministry of Labor of the Russian Federation of October 10, 2003 N 69 “On approval of the Instructions for filling out work books.” Determines a clear procedure for filling out sections of the work book and correcting inaccuracies.

Responsible persons

As a rule, the person whose responsibilities include this is responsible for maintaining, recording, storing and issuing a work book. However, it is worth noting that the responsible person is appointed solely by order or instruction of the employer. This is how it is determined who fills out work books in the organization.

The employer will be responsible if he has not organized a system of maintaining, recording, storing and issuing work books and inserts at his enterprise.

If the organization has not created a personnel service, or there is no person authorized by order to deal with work books, he may be held legally liable. Article 5.27 of the Code of Administrative Offenses of the Russian Federation provides for administrative liability.

Thus, the guilty official will pay a fine from 1 thousand to 5 thousand rubles or forced suspension of activities for up to 90 days, entity– from 30 thousand to 50 thousand rubles or a similar suspension.

Does the individual entrepreneur fill out such a document?

All employers are required to maintain work records for each employee. Moreover, for the employee this work must be the main one and he must work for more than five days.

There is only one exception to the law, and it applies to individuals– employers who are not registered as individual entrepreneurs. Individual entrepreneurs are obliged to carry out the same actions with work books as other employers.

Requirements for maintaining a work record book

Fill out for the first time

The legislator, understanding the inexperience of a person getting a job for the first time, obliged the employer to issue him a work book. The deadline is set no later than a week from the date of commencement of work.

It is the employer who issues a work book to a new employee, including a student, with a fee that covers the cost of its acquisition.

The newly hired employee must very carefully check the data entered in it and, if correct, certify it with his signature.

What pen can you use to make notes?

According to the instructions, entries must be made neatly and readably. To the question of what kind of paste and pen can be used to fill out the work form, the law gives a comprehensive answer.

So, for writing you can use a helium pen, a fountain pen, or a rollerball pen (this also includes a ballpoint pen). The ink, gel or paste in the pen must be light-resistant and exclusively black, purple or of blue color. There should be no red paste when correcting inaccuracies and errors.

Morphology

Entries in the labor report are made in the state language of the Russian Federation. If installed in a subject of the Russian Federation official language, then records can be duplicated on it.

Any, even generally accepted abbreviations in the work book are strictly prohibited.

Including the names of documents are not abbreviated. The order is written exactly as “order”, and not “pr.”.

All numbers are written exclusively in Arabic. An example of recording the date of dismissal is 06/30/2014 and nothing else. Abbreviations for the word “g.” are not used after numbers.

Numbering of entries

All entries in the work record are assigned their own serial number. It is entered in the first column, called “Record N”. Entries are numbered sequentially in each section using Arabic numerals (1, 2, 3).

Every entry. even about making adjustments to the information itself, is numbered end-to-end, i.e. the next number is assigned.

If you need a duplicate

The work record book may be lost by the owner. If a loss is discovered, the owner of the book must immediately convey this information to the employer. During 15 days from the date the employee submits a statement of loss, the employer is obliged to issue not a new book, as many are mistaken, but a duplicate.

The duplicate contains the information:

1. About general experience the employee’s work before joining the employer issuing the duplicate. Experience is indicated in total without specification.
2. Specific information about working in the organization issuing the duplicate.

There is also an option that allows the owner to obtain a duplicate work document. If an employee finds an entry in it invalid in court, then he can submit an application to his last employer with a request to issue a duplicate without such an entry. The above procedure also applies to cases where the book is unsuitable for use.

How to fill it out for an individual entrepreneur?

By labor legislation An employee is a person who has entered into an employment contract with an employer, which specifies all the essential conditions.

An individual entrepreneur as an employer, of course, can enter into such agreements, but certainly not with himself. Since a contract requires two individual subject, not one. Entries about a person’s work activity are made in the work book, and the individual entrepreneur carries out entrepreneurial activity. These are two completely different concepts.

This rule also applies to other persons. Neither the individual entrepreneur himself nor any other person at his request is authorized to make entries in his work book. However, when hiring an individual entrepreneur, which does not contradict the norms of the law, his work book is filled out in the same way as other employees.

And one more nuance: part-time rate. To learn how to make such an entry, watch the video.

Filling out a work book

Many employees do not pay until retirement special attention, on how their work book is filled out. Problems begin when applying for social benefits. Of course, a personnel officer should know how to fill out a work book correctly, but the employee himself must have an idea of ​​the rules for filling it out, so as not to run into trouble in the future.

The work book for the director is filled out by a person appointed by order to be responsible for this, for example, a personnel officer, an accountant (usually in a small LLC) or the director himself. When asked by the HR officer who fills it out, the answer is similar. If the new personnel officer has already been formalized by order as a responsible person, then he himself; if not, then the manager or another employee is responsible by order for maintaining work records.

Title page and spread

The title page contains all personal information about the employee and is filled out solely on the basis of documents certifying it.
Such information includes:

• last name, first name, patronymic (written exactly as in the passport, if the letter “ё” is used, then you need to write “ё” and not “e”);
• date of birth (entirely in Arabic numerals according to the formula day, month, year);
• information about education (without abbreviations based on the relevant document)
• specialty or profession is entered exclusively in the nominative case (lawyer, economist, programmer) on the basis of an education document;

Next, the line “Date of filling out the work book” is filled in, which by law must be within a five-day period from the date of hiring. At the bottom of the title page there is space left for two signatures, one for the employee, the second for the person in charge.

Education

Information about the employee's education is placed on the title page. When filling out this field, the wording from the employee’s education document is exactly rewritten.

If an employee has increased the degree of his education or received an additional second education, then the data is supplemented with the existing ones, without crossing them out.

Job details

The most important and informative section is “Job Information” and it includes four columns.

1. First, the full official name of the employer and a short one, if any, are written in the form of a heading in the third column.
2. Under the heading in the first column - “Record N”, its serial number is entered in this section and in the second column “Date”, three columns are filled in, in each of which the information corresponding to the name of the column is entered in Arabic numerals.
3. Next, in the third column, fill in information about where the employee was hired (department, division) and what labor function in accordance with the staffing schedule, he will perform (profession, position, specialty).
4. The fourth column contains the details of the document with which the person was hired.

Any change in the information specified in this section must also be reflected there. Such cases include: establishment of a second profession, assignment of a new category, rank, change by the employer of its name, part-time work.

Transfer records

There are certain nuances in displaying a transfer record.

In case of transfer from an external organization, mandatory information must be present. The entry on the dismissal of the transferred employee in column three of the “Work Information” section must necessarily contain information as to whether this was at the initiative of the employee. If the initiator was the employer himself, then did the employee agree to the transfer. An appointment with a new employer is made in the general manner, indicating that he is joining the job by way of transfer.

When an employee is transferred internally, an entry is also made in the work book. It indicates the new place of work and the reasons for the transfer.

Penalties and reprimand

Part 5 of Section 1 of the Rules on the maintenance and storage of work books provides that disciplinary sanctions are not reflected in it.
The reprimand is not entered in the work book. The only exception is this type disciplinary action as dismissal, the order of which, with reference to a specific norm of the Labor Code of the Russian Federation, is necessarily displayed in the work book.

Liner

If there is no room for new entries in one of the sections of the work book, an insert is sewn into it.

The insert is a legal continuation of the labor document and is issued and executed in accordance with the general procedure.

An important condition for the validity of the insert is its joint provision with the work book, without which it has no legal force. In the labor document itself, a note is made about the presence of an insert for it.

Last name change

Corrections on the title page, for example, in the first name, last name, are made by an authorized person, based on supporting documents (passport, certificate).

In this case, the previous data is crossed out with one line and new ones are entered. Such a correction must necessarily be supported by a reference to the document, which is made on inside cover and is certified by a seal and signature.

Storage and accounting of work books

To record work records, the employer must use:

• a special receipt and expenditure book for recording the number of work books and inserts for it. It is maintained by the accounting department and displays the expenditure of the forms of the specified documents, indicating the series and number of each;
• book for recording the movement of books and inserts. It is filled out by the personnel service and contains information about work books accepted for storage and issued to employees upon dismissal.

Books have a single form approved by the state. Upon dismissal and receipt of his work book, the employee is obliged to confirm this with his signature in the accounting journal and personal card, which is issued for each employee. Both books are strict reporting forms and must be stitched, numbered, certified by the signature and seal of the employer.

Error when filling out: what to do?

If an employee believes that his work book has been filled out incorrectly, there is no need to panic, everything can be corrected.

It all depends on which section the error was made in. If this is a title page, then the correction is carried out by crossing out incorrect information and writing in the correct information, with a mandatory link to the document on back side covers.

If an error is made in other sections, no crossing out or corrections nearby are allowed. The correction algorithm is simple. An incorrect entry is considered invalid, a note is made in words, not by crossing out, and a new, reliable entry is made.

Correct the error by general rule necessary for the employer who committed it. However, the law allows the employer at the new place of work to make appropriate corrections, but only on the basis of a document from the employer who made the mistake.

You should also not pay attention to the presence or absence of a hologram. The hologram is an optional element and does not in any way affect the validity of the work book.

Correctly filling out work books is a mutually beneficial event for both the employee and the employer. After all, mistakes entail sanctions for the enterprise and rejection by social welfare authorities for workers.

Today, the registration of work books is regulated by the Labor Code of the Russian Federation, Decree of the Government of the Russian Federation No. 225 “On work books” and Decree of the Government of the Russian Federation No. 69 “On approval of instructions for filling out work books”. But these regulations contain quite a lot of contradictions, so if controversial situations arise, you need to apply the document that has the greatest legal force - the Labor Code. So, to help HR officers, there are a few instructions on how to fill out work books.

General rules for filling out a work book

Let's start with the fact that a document is kept for each employee of the organization who has worked for more than five days and for whom this work is the main one. Such employees also include seasonal and temporary workers, as well as freelancers, if they are subject to social insurance. Work books of part-time workers are kept at their main place of work, and if they are lost due to the fault of the employer, a duplicate is issued.

All entries must be made in full (without abbreviations), have their own serial number in the section, and all dates must be written only in Arabic numerals. In this case, the number is written with two digits (for example, 03, 24 or 15), the month with two digits (for example, 01, 10 or 11), and the year with four digits (for example, 2014).

When hiring an employee, the authenticity of his work record is checked according to comparative characteristics and compliance of the data on the first page with the passport data (they must completely match). In addition, the title page must bear the seal of the first organization in which the employee worked. Without a seal, the book is considered invalid. If violations or absence of a work book are detected, the employer creates a new one. And if the last record of the new employee’s work is not closed (that is, there is no record of dismissal from the previous place of work), then an appointment record cannot be made, since there is no legal confirmation of the dismissal from the previous place of work.

Records of penalties imposed on an employee, with the exception of dismissal, are not made in the labor record. But records about the establishment of continuous service or non-inclusion of certain time periods in the continuous service are made in the prescribed manner.

Sections of the work book

There are only three sections:

• information about the employee;
• information about work;
• information about awards.

The first section is located on the title page and contains information about the employee: last name, first name, patronymic, date of birth, information about education and profession (specialty). All this data is indicated in full, without abbreviations, initials, based on the passport and educational documents. After filling out the title page, the employee checks the accuracy and signs. The title page is also signed by the HR employee who is responsible for maintaining work records. The official seal of the organization is placed at the bottom of the sheet. The second section is filled with information about the work, where records of admission, transfer and dismissal are made, indicating the terms, positions and names of organizations. Each entry is confirmed by the order number and the stamp or seal of the organization. In the awards section, all awards and incentives of the employee are recorded, indicating the date, achievements and awards, as well as the document on the basis of which the entry was made.

If any of the sections ends, the HR department employee draws up a special insert in the work book.

Step-by-step filling instructions

When hiring an employee, a representative of the HR department must check that he has a work book and that it is filled out correctly. If such a document does not exist, then it must be created. The Instructions approved by the Decree of the Government of the Russian Federation No. 69 will tell you how to fill out a work book correctly, but in short, you need to proceed as follows:

Step 1: Check or complete the cover page

The title page should contain the following information:

• last name, first name and patronymic in accordance with passport data;
• date of birth written entirely in Arabic numerals;
• education, for example, “secondary vocational” or “higher vocational”;
• specialty (indicated in the nominative case, for example, “accountant”);
• date of completion (it must be no later than five days from the date of registration for the first place of work);
• owner's signature;
• signature and transcript of the signature of the HR department employee;
• seal of the organization.

Step 2. Making an entry

After checking or filling out the cover page, you can begin entering information about hiring. This is done within the employee's first five working days. First (before the text itself), you must either put a stamp of the organization, which indicates all its data, or write them by hand. Then you can proceed to filling out the fields:

• column No. 1 - serial number - is placed under the stamp of the enterprise or its name and opposite the entry on admission (dismissal, transfer);
• column No. 2 – date – it is filled in in Arabic numerals and fully corresponds to the date of hiring (transfer, dismissal), regardless of what day the work book is filled out; in this case, the day of acceptance is considered to be the date specified in the employment contract, and the date of dismissal is the last working day;
• Column No. 3 - information about hiring (transfer, dismissal), renaming the enterprise, department without abbreviations, for example, “dismissed due to the expiration of the employment contract, paragraph 2 of part one of Article 77 of the Labor Code of the Russian Federation” and the signature of the owner of the book;
• Column No. 4 - the basis according to which the entry was made - order, protocol, decision of the general meeting, its number and date, for example, “Order dated June 12, 2010 No. 148-ok.”

Step 3. Awards

In the section “Information on awards” only entries are made about honorary titles, state awards, awards with certificates of honor, badges or diplomas, which are provided for by the legislation of the Russian Federation, the organization’s charter or a collective agreement. In this case, the entry is made in the same way as when filling out the “Job Information” section. That is:

• in column No. 1 – the serial number of the entry
• in column No. 2 – date
• in column No. 3 - type of award, by whom and for what merits the employee was awarded
• in column No. 4 - the basis (decree, order, resolution).

It is worth noting that cash bonuses and valuable gifts are not included in the awards section.

Filling the insert

If all the pages of one of the sections are completed, then an insert is sewn into the book, which is maintained and filled out according to the same rules. The insert, like the work book, is a strict accounting form and when it is issued to an employee, a stamp “Insert issued” is placed in the book indicating its number (an entry cannot be made by hand, and the stamp is usually placed on the title page, but this can also be done on the double page covers).

The insert itself without a work book is considered invalid, and it is customary to sew it between the last page and the cover (although there are no exact instructions in the regulations regarding the place of sewing). The page numbering in the insert continues the page numbering. And the organization’s seal must be placed on the title page of the insert.

Part-time records

By law, the work book is filled out in the organization where the person works as the main employee. It is not necessary to make records of part-time work. But at the request of the employee they can be added. How to fill out a work book in this case? This should be done by an employee of the personnel department of the enterprise where the employee is the main one, and records are made on the basis of documents that the employee provides from the place of part-time work. If an employee works part-time at the same enterprise, then the entry is made on the basis of internal documents. The procedure for making an entry is as follows:

• Column No. 1 – indicates the serial number of the entry;
• Column No. 2 – indicates the date of admission to part-time work;
• Column No. 3 – an entry is made about hiring part-time work, indicating the name of the structural unit of the organization, the name of the position, profession, indicating qualifications;
• Column No. 4 – indicates the document with the number and date on the basis of which the entry was made.

If an employee resigns from a part-time job, the dismissal is recorded in the same manner, on the basis of a document from the place of part-time work.

Corrections to entries on the title page

Sometimes it becomes necessary to make corrections to the information on the title page. For example, if after marriage a woman changed her last name or vice versa, after a divorce she returned her maiden name. What does the Instruction for maintaining work records say about this? The answer is simple: the previous data is carefully crossed out with one line and new ones are written down, while all changes must be made on the basis of documents (passport, marriage certificate, divorce certificate, birth certificate, change of surname, name, patronymic, date of birth). A link to the relevant document, which the employee provides to the HR department, is made on the inside cover of the work book and certified by the seal of the organization and the signature of the manager or responsible person.

But there are cases when the employee’s personal data on the title page is indicated with an error (instead of “Natalia” it is written “Natalia” or a mistake was made in the date of birth or surname) and this is only found out when the employee gets a job new job and the HR employee, checking the documents, finds a discrepancy. In this case, according to the Instructions, you need to contact your previous employer, who must ensure that errors or identified inaccuracies are corrected.

Common mistakes when filling out a work book

The audit often reveals errors made by HR employees when filling them out. Among the most popular:

• incorrectly specified last name, first name or patronymic;
• incorrectly recorded date of birth (when filling out the title page before November 11, 2003, the month of birth was indicated in words, and after November 11, 2003 - in Arabic numerals);
• lack of information about education (the column remains empty, and information about education is underlined at the bottom with one line); if a person first had one education and then received another, information about him is recorded next to the first one (in this case, a link to the document on the double page may not be made);
• information about education is incomplete;
• profession or specialty is not indicated;
• the date of completion is not indicated;
• the owner's signature is missing;
• there is no organization seal on the title page;
• information about employment was entered after six or more working days;
• violation of the order of indicating the basis for making an entry (in column No. 4 you must first write the full name of the document, then its date, and then the document number);
• affixing the seal of the enterprise’s human resources department after recording the dismissal (according to the current rules, after the recording there must be the official seal of the organization);
• absence after the last entry of the employee’s signature confirming that he has read and agrees with all entries;
• entering information about work into the awards section.

Post corrections

According to the Instructions, crossing out inaccurate entries in the sections “Information about work” and “Information about awards” is not allowed. How to correct an entry in a work book? An incorrect entry should be invalidated and the correct entry should be made.

If the numbering of records is incorrect, then it can only be corrected by declaring the entire record under the corresponding number invalid, and then putting the number under which the record should have originally been, and in column No. 3 write: “The record by number (specify number) is invalid.” After this, you need to repeat the recording again under a different number.

Destruction of damaged forms

Outdated or damaged forms of work books or inserts must be destroyed. This must be done according to the rules for working with strict accounting forms, creating a special commission that will confirm the destruction procedure by drawing up an appropriate act. The act indicates the reason for the destruction of the forms, as well as their serial numbers. All members of the commission sign the act, and the act is approved by the head of the organization.

Special cases

Often, HR department employees are faced with the question: how to reflect information that a certain period is not included in the continuous work experience. This happens if a citizen is assigned, for example, correctional labor. In this case, the following entry is made in the work book:

• column No. 1 – serial number of the record;
• Column No. 2 – date of entry;
• column No. 3 – entry in the form: “Work time from (day, month, year) to (day, month, year) is not counted towards continuous work experience”;
• Column No. 4 - indicates the basis for the entry (order, order of the employer, which is issued in accordance with the ruling or court verdict), its date and number.

Special cases include the need to make a record of assigning a new rank, category, class to an employee, as well as the establishment of a second profession. Relevant entries are made in the “Work Information” section in the prescribed manner. A sample of filling out a work book with similar wording can be found below.

If during the employee’s work in the organization its name is changed, an entry about this is also made in the work book. This is very important point, since after changing the name of the enterprise, the seal will change and if an employee is fired, a new seal with a new name will be placed under the record. And if there is no record of the renaming, the pension fund will not count the time spent working at this enterprise as length of service. The same applies to renaming the position in which the employee works. If there have been changes in the staffing table, these must also be reflected.