Tip 1: How to issue an order for absenteeism
First, record the absence of an employee at his workplace. To do this, draw up an act of absence. Specify the date and time of its compilation. Write down the name, first name, patronymic of the employee who did not come to work, as well as the position he holds in accordance with the staffing table. This document must be signed by two or three witnesses who can confirm the absence of an employee at the workplace, indicating their positions, surnames, initials. The act passes to the personnel worker, who in turn puts down the "NN" in the time sheet.
Wait for the employee to appear in the workplace, find out the reason why he was absent. The employee must write an explanatory note, and if the reason is not respectful, the specialist did not submit supporting documents, then the head of the structural unit writes a memo in the name of the company's first person. It indicates the employee's data. Then the director puts on it a resolution with a date and a signature.
Make an order on form T-8. Write the full name of the company in accordance with the constituent documents or the name, first name, patronymic of the individual, if the legal organizational form of the organization is an individual entrepreneur. Give the document a number and a date that corresponds to the date of drafting the order.
In the administrative part, indicate the name, first name, patronymic of the employee, who is dismissed for absenteeism, his position. Referring to point 6 of part one of the Labor Code of the Russian Federation, enter the date of dismissal. If the employee appeared in the workplace and performed his job duties, then the last working day considers the day when he appeared. If an employee wrote an explanatory note and did not fulfill his duties on the day of his appearance, the day preceding the day of absenteeism should be considered the day of dismissal.
The director of the enterprise has the right to sign the order, indicating the position, surname, initials. Verify the document with the organization's seal. Familiarize with the order on the dismissal of the employee against the signature. If the employee refuses to sign it, indicate this fact, certify by the signature of the person responsible for acquaintance with the order of the specialist.