The rules for correcting and replenishing entries in work books were approved by a special decree of the Government of the Russian Federation, which determines the procedure for maintaining these documents. As a general rule, to complete the record, the employee must contact the employer on whose behalf the record was to be made.
The current labor and social legislation of the Russian Federation establishes a direct relationship between entries in an employee's work book and his pension rights. That is why the absence of any entry or making an incorrect entry is a serious violation on the part of the employer, as a result of which the citizen will subsequently not be able to count on a pension in a certain amount. In addition, in some cases, the absence of a work record negatively affects the life of an employee in other areas, including applying for another job, obtaining a loan from a bank and a number of other situations. If it is found that any record is missing, the citizen is required to take independent, active actions related to its completion.
Whom should I contact to replenish the record in the work book?
To complete or correct the entry in the work book, the employee should contact the employer who should have made the corresponding entry. It is recommended to draw up a written application in which a citizen can ask for the necessary additions and corrections or simply issue a document, guided by which it will be possible to fill in the missing information legally. In the first case, all actions to replenish the records must be performed by the previous employer, and in the second, the employee with supporting documents can contact the personnel department at the new place of work. In this case, the new employer is obliged to make the appropriate entries if there is the necessary confirmation.
What to do in the absence or refusal of the previous employer?
The situation for a citizen is complicated in the situation when the former employer was reorganized or even ceased its own activities. In the first case, the obligation to complete the record or provide the necessary documents applies to the legal successor of the previous employer. In the second case, the only option for the employee is to contact his current employer, while it will be necessary to ensure in advance the availability of documents on the basis of which the entry will be made. Testimony (for example, confirmation of a previous colleague about a citizen's work in a particular company) is not a basis for making a missing entry. But if the employer refuses to voluntarily submit it, the former employee can go to court, where you can use any evidence permitted by law.
