Rules for registration and a sample bypass sheet when applying for a job

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Bypass sheets are used almost everywhere in labor relations. Do they deserve so much attention?

What important information is recorded in them, that sometimes without filling them out, the employer tries to keep the employee at work at any cost, even going against the current labor legislation? Are such actions legal? You will learn about this and more from the article.

Why are bypass sheets needed?

It should be noted that neither the no longer valid Labor Code of the Russian Federation nor the current Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) contain any provisions on bypass sheets. Only a few regulatory legal acts, mainly related to civil servants, contain separate references to bypass sheets, for example:

— clause 16 of the Service Regulations of the Federal Tariff Service, approved by Order of the Federal Tariff Service of Russia dated July 17, 2008 N 264-k, establishes: “Before the day of dismissal, a civil servant is obliged to hand over documents and material assets that were used by him in connection with previously performed official duties, what is reflected in the worksheet”;

— clause 16 of the Service Regulations of the Federal Service for Military-Technical Cooperation, approved by Order of the FSMTC of Russia dated September 14, 2009 N 63-od, contains a similar provision: “Before the day of dismissal, a civil servant is obliged to hand over his service ID, documents and material assets that were used by him in connection with previously performed job duties, which is reflected in the bypass sheet of the established form”;

— clause 22 of the Official Regulations of the central apparatus of the Federal Migration Service, approved by Order of the Federal Migration Service of Russia dated July 16, 2009 N 174, determines: “When a civil servant submits an application for dismissal from the civil service, he receives a bypass sheet from the Department of Personnel and Civil Service of the Federal Migration Service of Russia, before the day of dismissal, hands over documents and material assets that were used by him in connection with previously performed official duties, and on the day of dismissal from the civil service, hands over his service ID”;

- clause 2.24 of the Official Regulations of the Ministry of Sports, Tourism and Youth Policy of the Russian Federation, approved by Order of the Ministry of Sports and Tourism of Russia dated September 15, 2008 N 24, means: “No later than the day of dismissal, a civil servant is obliged to issue a bypass sheet of the established form, hand over documents and material assets associated with previously performed official duties, and on the day of dismissal from the civil service, hand over the service certificate to the department of civil service, personnel and state awards of the Department of Administrative and Regulatory Support of Public Policy.”

In addition, mention of bypass sheets was contained in the previously valid List of standard documents generated in the activities of state committees, ministries, departments and other institutions, organizations, enterprises, indicating storage periods, approved by the Main Archive of the USSR on August 15, 1988.

The above excerpts from current regulatory legal acts indicate that the bypass sheet mainly records the transfer by the employee of documents and material assets registered with him upon his dismissal.

That is, filling out bypass sheets when dismissing employees is, in fact, necessary for the employer to make sure that the person leaving before the termination of the employment relationship has transferred all the documents and property of the employer that were in his possession.

Sometimes employers associate the signing of a bypass with confirmation of the transfer of cases to another employee, if this procedure is not specifically regulated in the local regulatory act of the organization.

In practice, there are also situations where bypass sheets are used when hiring an employee. The purpose of their use at this stage may be different: in part, to document the fact that the employee has received material assets and documents for the upcoming performance of work duties, as well as the acceptance of cases from the previous employee or other appointed person immediately after the hiring process.

Therefore, let’s take a closer look at what the difference is between the bypass sheets used during hiring and those issued upon dismissal.

Features of using bypass sheets

Why would an employer force an employee to fill out a walk-in form when applying for a job?

1. Firstly, the employer in the bypass sheet can record the fact of acceptance of material assets by the employee (the list may be different depending on what exactly the work of a particular employee is related to), as well as other items and documents (pass to the territory of the employer’s organization, voluntary medical policy insurance, etc.).
2. Secondly, he can also certify the fact that the employee properly took over the affairs of his predecessor if he was hired for a position previously occupied by a resigned employee (if the procedure for transferring cases is not prescribed in the local regulations of the employer), or another authorized person .
3. Thirdly, the employer can note on the walk-in sheet that upon hiring the employee duly carried out all the actions prescribed by the human resources department, as well as the occupational health and safety department, necessary in connection with the requirements of labor legislation.
4. Fourthly, filling out a bypass sheet by an employee may be the reason for the employee’s mutual “acquaintance” with key employees of the structural divisions indicated on the bypass sheet, which is important in large organizations, etc.

Here is a sample worksheet that is used in practice when applying for a job (example 1).

Example 1

When dismissing an employee, the employer uses bypass sheets with even greater zeal. Why does he need them?

1. Firstly, the employer in the bypass sheet can indicate the fact of the proper return of material assets, as well as other items and documents received by the employee upon hiring and/or in the course of employment.
2. Secondly, he can also record the fact that the employee properly transferred the cases to the newly hired employee or another appointed person (if the procedure for transferring cases is not provided for by the local regulations of the employer).
3. Thirdly, the employer can note that the employee has submitted all reports on the work done for a certain period of time.
4. Fourthly, the employer can indicate on the worksheet that the employee does not have any other debts, etc.

Let's consider an example of a bypass sheet that can be used when dismissing an employee (example 2).

Example 2

It should be noted that the list of what can be recorded in the bypass sheet is certainly not exhaustive. In other words, each employer individually determines a list of facts that is important for him and his employees, which is subsequently recorded in the worksheet.

Moreover, as can be seen from the sample documents given above, sometimes employers in bypass sheets record not only the actions of employees, but also the actions of the responsible persons of the departments indicated in it. Such actions may include registering the hiring/dismissal of an employee in compliance with the procedure provided for by labor legislation, properly issuing work-related documents to the employee, manipulating the employee’s access to information resources, etc.

Thus, the employer exercises “double control”: over the employee being hired/dismissed and over the employees who, by virtue of their official duties, participate in his hiring/dismissal.

For your information. There are cases when employers, carried away by the possibilities of the bypass sheet, record in it clearly unnecessary provisions, which, in their opinion, can somehow protect the organization from employees eager to restore justice.

For example, adding the following phrases to the worksheet: “The employee has been paid upon dismissal. The employee has no claims against the employer” or “The employee has received the final payment and has no claims” does not carry any practical meaning, as rightly noted in the Decision of the Moscow City Court dated October 26, 2010 in case No. 33-33478:

“The fact that in the bypass sheet P.N., as the applicant claims, signed that she has no claims, did not make pre-trial claims, the law does not connect with the possibility of her going to court for protection of the violated right.” That is, any provisions enshrined in the bypass sheet that contradict current legislation will not be taken into account by the court.

An employee, using the procedure established in the organization for issuing bypass sheets, can also try to turn the situation in his direction. Let's look at an example from judicial practice (from the Determination of the Moscow City Court dated November 22, 2010 in case No. 33-33417), in which the employee failed to win the dispute. The reason for the dispute, as the employee considered, was the partial failure to fill out the bypass sheet upon dismissal.

Example 3 from judicial practice. Employee K. (plaintiff) filed a lawsuit against CB Moskommertsbank (LLC) (defendant, employer):

• on making an entry in the work book about changing the date of dismissal in accordance with the date of actual issue of the work book;
• recovery from the defendant of compensation for the delay in issuing a work book in the amount of RUB 1,597,000. for 309 days of delay in issuing a work book - from 07/07/2008 to 05/12/2009; compensation for the period from May 12, 2009 until the decision entered into legal force in the amount of the average salary calculated for 12 months, amounting to 149,430 rubles; compensation for moral damage in the amount of 50,000 rubles.

The plaintiff worked at the bank from May 15, 2007 as the head of the Retail Risk Department of the Risk Management Department; from 01.10.2007 to 07.07.2008 - as Deputy Director of the Risk Management Department; By order of 07.07.2008 N 922ЛС he was dismissed from his position on this date under clause 3 of part 1 of Art. 77 Labor Code of the Russian Federation.

On 02/15/2009, the plaintiff addressed the defendant with a written application for the issuance of a work book, which was not issued on the day of dismissal due to an incompletely signed bypass sheet. In fact, the work book was issued to the plaintiff only on May 12, 2009.

The plaintiff argued that the defendant had the opportunity to issue him a work book on the day of dismissal, but at the same time, on the last day of work, he demanded to issue a bypass sheet. On this day, some of the officials indicated in it were not at work, and the plaintiff left without receiving a work book.

According to him, before July 24, 2008, he appeared at the defendant’s place 2 more times; then he came on September 2, 2008, but he was never given a work book due to the absence of all the signatures on the bypass sheet. As a result, he was able to obtain a work book only on May 12, 2009 after contacting the chairman of the bank’s board.

The court did not agree with the plaintiff’s arguments, since during the consideration of the dispute it was established that on the day of dismissal, 07/07/2008, the plaintiff was at work, filled out a work permit, but did not show up for the work book. The court rejected the claim because it concluded that on the day of dismissal the plaintiff did not receive a work book due to circumstances beyond the defendant’s control: the plaintiff was on vacation and left work without applying for a work book.

On the 3rd day, a notification was sent to him at an address known to the employer about the need to obtain a work book, but the plaintiff did not come to the defendant and did not express his consent to send the work book by mail.

The plaintiff did not present evidence to the court of the refusal to issue a work book before May 12, 2009; the court did not obtain such evidence. The court did not establish on the part of the employer violations of the norms of the current labor legislation, evidence of illegal retention of the plaintiff’s work book, and therefore did not see any grounds for making an entry in the plaintiff’s work book about changing the date of dismissal in order to recover from the defendant in favor of the plaintiff compensation for the delay in issuing the work book, salaries before the court decision comes into force, moral damage.

https://youtu.be/BiAoG4eG7M4

Walk-in sheet for hiring (sample)

The worksheet includes a list of the main divisions of the company, whose employees are in charge of the material, technical, documentary and financial parts. As a rule, it includes:

• accounting department,
• Human Resources Department,
• administrative and economic service,
• material support department,
• the department in which the person resigning directly worked, etc.

The head of each of these departments must sign his autograph on the walk-in sheet, thereby indicating that the dismissed person has surrendered all property and assets of the company and there are no claims against him.

Usually the document form is available in the human resources department, where the person resigning should apply.

1. After he receives the document form in his hands, he should hand over all his remaining material and technical valuables, documents, etc. and sequentially go around all the departments that are included in the bypass sheet to obtain the autographs of their leaders.
2. Next, the bypass sheet, along with the letter of resignation, is sent to the head of the enterprise, who must also certify them with his signature.
3. And only after this the employee can receive all the documents and funds due, including severance pay and additional payments specified in the employment contract.

The bypass sheet is not included in the list of documents that the employee must sign upon his dismissal. In other words, if he does not want to do this, the employer has no right to force him.

It should be noted that quite often employers blackmail their former employees by saying that without signing this document they will not give them their personal documents, for example, a work or health record book. This is absolutely unlawful and if such facts are established by the labor inspectorate, the enterprise and responsible persons face administrative punishment in the form of a fine.

The only exception: the employer can quite legally deprive an obstinate employee (already a former one) of the additional payment due to him upon dismissal, specified in the employment contract (but not specified in the legislation of the Russian Federation).

Such situations are rare, but sometimes they do happen. As a result, the employer can take different paths:

• recover from a former subordinate the cost of lost material and technical assets (this is especially true if the employee was a financially responsible person),
• ask to write an explanatory note and impose a disciplinary sanction (with a corresponding entry in the work book),
• forgive the employee for missing property.

In some cases, proceedings reach the court, which is why you should be especially careful when filling out the bypass sheet.

There is no single unified form of bypass sheet, so organizations have the right to write it in any form each time or use a template developed within the company and approved in its accounting policies. In any case, this document must contain a number of necessary information:

• name of company,
• date of compilation,
• position and full name of the employee,
• a list of departments that he must go through.

It should be noted that in different companies the list of departments that a resigning person must bypass may vary significantly.

The document can be drawn up on a regular A4 sheet or on the organization’s letterhead, and it can be created both in handwritten and printed form.

The bypass sheet is usually drawn up in one copy and, after signing, is deposited in the archives of the enterprise, but if desired, the employee can request a copy of it. This measure will allow him to avoid further unfounded material claims from the employer, if prerequisites for such arise.

Is it necessary to sign a bypass sheet upon dismissal? Let's turn to the Labor Code of the Russian Federation. The bypass sheet is not mentioned in our legislation as a normative document. Usually these are internal requirements of the employer. The essence of filling out this document is to identify the presence or absence of debt for material assets to the company from the resigning employee.

What material assets and property of the company are usually indicated on the worksheet? Usually this:

• pass to the territory of the enterprise;
• service ID;
• company reporting;
• documents and material media containing confidential information or trade secrets;
• funds issued on account to the employee;
• access to the company website;
• equipment for work (tools, laptop, mobile phone);
• passwords for work mailboxes.

In general, it becomes clear from here that the essence of the bypass sheet is to confirm the transfer by the resigning employee of affairs, funds and information belonging to the employer.

In the HR department, the resigning employee is given a bypass form, drawn up in accordance with the company’s internal regulations.

The completed and certified form must be returned to the HR department.

Typically, it contains relevant entries by the heads of various departments about the presence or absence of material debt to the enterprise. The records are certified by the signature of these persons and the seal or stamp of the corresponding official sheet.

The employee submits the completed bypass sheet to the HR department, where it is analyzed, approved and filed in the personal file of the resigning employee. The average shelf life of this document is from one to three years.

If there is a material debt to the company, the employee is obliged to fully cover it immediately before receiving the payment and

work book

. If these are valuable things, then they must either be returned or their cost paid.

We have already talked about how exactly the procedure for issuing a bypass sheet occurs a little higher.

Now let’s look at this process in detail, focusing on the mandatory steps of the employee and employer.

So, upon dismissal, an employee must go to the HR department and receive a bypass form there to fill out.

This document is prepared in accordance with the internal regulations of a particular organization, since a single established template does not currently exist.

The bypass sheet should include the following items:

• Information about the arrangement of the employee’s workplace, the transfer of keys to this office, the allocation of a work telephone number to the employee (if applicable).
• Information on providing the employee with work furniture, office equipment, office supplies, and a business mobile phone.
• Information about providing an employee with access to corporate databases and software.
• Information on the transfer of necessary documents, provision of a seal.
• Information about issuing a territory pass and service ID to the employee.
• Providing an employee with access to a work email account.
• Information on the issuance of materials and tools necessary for work (if applicable).
• Information on providing the employee with a company car (if applicable).

Next, the employee goes around with a bypass form to all persons who must endorse with their signature the fact that the employee has handed over the files, documentation, and equipment provided to him for temporary use.

The following persons must sign the bypass sheet:

• The employee's immediate supervisor to whom he delegates matters. He must make a note on the sheet that reports on the completion of work, current affairs and advance statements were transferred to him by the employee in full.
• HR department inspector, who makes a note on the sheet that all necessary documents have been submitted.
• The accountant responsible for material assets makes a note that material assets and protective clothing transferred to this employee have been transferred to an authorized person.
• The supply department employee must make a note that the employee has transferred equipment to him, including office equipment.
• An employee of the information technology department (chief engineer) makes a note about the transfer of office equipment and its condition by the employee.

The employer has the right to include other information necessary for him in the bypass form.

The main thing you should pay attention to is that all provisions regarding the bypass sheet must be included in the internal regulations of the organization, the collective agreement and job descriptions of employees.

The employee must sign these documents and agree to the working conditions upon hiring, so that later complications with the law do not arise.

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This is part of the agreed document right from the moment the sheet is printed. Home → Accounting consultations → Hiring Updated: March 3, 2020 In many organizations, it is customary to oblige the employee to perform certain actions, recording them in the so-called bypass sheet. This usually happens when an employee is fired or goes on vacation, and less often when hired.

Let's look at the last version of the worksheet and give a sample of it. What is meant by a bypass sheet? This concept is not enshrined in labor legislation. Its essence lies in the fact that the employee “bypasses” predetermined departments and officials in the organization in order to perform some significant actions, about which a note is made.

Let us say right away that the practical significance of the bypass sheet is to ensure that the procedures necessary for starting (finishing) work in the organization are carried out in relation to the employee in the order determined by the employer.

Position (profession) _____________________________________________________

Hiring date __ __________ 201_

—————————————————————————— ¦ Name of structural unit ¦ Full name. and ¦ Date, ¦ ¦ ¦ position ¦signature¦ ¦ ¦ manager¦ ¦ ¦ ¦ structural¦ ¦ ¦ ¦division¦ ¦ ———————————————————————— - ¦1. The department to which the employee is hired _____: - the employee is provided with a workplace, - the employee is assigned cases.

¦ ¦ ¦ ————————————————— ————- ——- ¦2. Human Resources Department: ¦ ¦ ¦ ¦the employee filled out the application form when applying for a job; ¦ ¦ ¦ ¦the work book has been accepted by the employee; ¦ ¦ ¦ ¦ the medical record is accepted from the employee (if ¦ ¦ ¦ ¦ necessary); ¦ ¦ ¦ ¦the employee has passed a preliminary ¦ ¦ ¦ ¦medical examination (if necessary);

¦ ¦ ¦ ¦ before signing an employment contract, the employee is familiar with the following local regulatory ¦ ¦ ¦ ¦ acts: ¦ ¦ ¦ ¦ - internal labor regulations; ¦ ¦ ¦ ¦ - regulations on remuneration and bonuses; ¦ ¦ ¦ ¦- job description ___________________________;¦ ¦ ¦ ¦- regulations on ___________________________________;

¦ ¦ ¦ ¦ - instructions for office work; ¦ ¦ ¦ ¦ - regulations on business trips; ¦ ¦ ¦ ¦- instructions on labor protection ____________________;¦ ¦ ¦ ¦- regulations on the protection of personal data; ¦ ¦ ¦ ¦ - personnel regulations; ¦ ¦ ¦ ¦the employee has signed an employment contract; ¦ ¦ ¦ ¦ the employee has signed the order for employment ¦ ¦ ¦ ¦, as well as in the personal T-2 card;

¦ ¦ ¦ ¦a copy of the employment order was transferred to the ¦ ¦ ¦ ¦accounting department; ¦ ¦ ¦ ¦the employee was issued a medical policy of voluntary ¦ ¦ ¦ ¦medical insurance ¦ ¦ ¦ —————————————————————- ——- ¦3. Accounting: ¦ ¦ ¦ ¦ - the employee is included in the list for calculating wages ¦ ¦ ¦ ¦ payments ¦ ¦ ¦ ————————————————— ————- ——- ¦4.

Logistics department: ¦ ¦ ¦ ¦ - the employee was issued a uniform (if necessary); ¦ ¦ ¦ ¦- the employee was given office supplies ¦ ¦ ¦ ——————————————————————- ——- ¦5. Information Technology Department: ¦ ¦ ¦ ¦ - the employee was issued a personal computer: ________;

¦ ¦ ¦ ¦ - the employee is provided with access to information ¦ ¦ ¦ ¦ systems: __________; ¦ ¦ ¦ ¦ - the employee has access to the local network and ¦ ¦ ¦ ¦ an electronic mailbox is registered; ¦ ¦ ¦ ¦ - the employee is familiar with the procedure for operating ¦ ¦ ¦ ¦ office equipment, the rules of working in the corporate network ¦ ¦ ¦ —————————————————————- ——- ¦ 6.

Occupational Health and Safety Department: ¦ ¦ ¦ ¦ - the employee has completed fire safety training; ¦ ¦ ¦ ¦ - the employee has completed an introductory briefing on labor protection and safety precautions; ¦ ¦ ¦ ¦ - the employee has completed initial training on labor protection and safety precautions in the workplace (if necessary);

¦ ¦ ¦ ¦ - the employee has completed an internship in the number of ¦ ¦ ¦ ¦_______ shifts from ___________ to ___________ (if ¦ ¦ ¦ ¦ necessary) ¦ ¦ ¦ —————————————————— ——- ——- ¦7. Security Department: ¦ ¦ ¦ ¦ - the provisions on non-disclosure of ¦ ¦ ¦ ¦ trade secrets, other confidential ¦ ¦ ¦ ¦ information, as well as personal data of other ¦ ¦ ¦ ¦ employees were explained to the employee; ¦ ¦ ¦ ¦- the employee was given a pass to the territory and keys to¦ ¦ ¦ ¦office N ___ ¦ ¦ ¦ —————————————————— ————— ———

Who do we indicate on the bypass sheets?

As a rule, in the bypass sheets, regardless of whether they are issued upon hiring or dismissal, the officials of the structural divisions are listed practically the same, with some exceptions due to the specifics of the work of each organization.

Worksheets usually indicate:

• the employee's immediate supervisor, because he first of all organizes the provision of a workplace to a new employee, the transfer of affairs, introduces him to the heads of other structural divisions, as well as to the personnel with whom the newly hired employee must interact; if necessary, also a superior;
• HR department employee, because he must confirm that the employee is properly registered for work, he has received all the necessary documents, he has been familiarized in the prescribed manner with all local regulations in force in the organization;
• accounting employee, because on the basis of documents prepared by the personnel department, the accounting department is notified that a new employee has been hired into the organization, information about which must be included in the list for calculating wages;
• an employee of the logistics department who issues material assets to the employee necessary for him to perform his duties;
• an employee of the information technology department who issues technical equipment to the employee to perform his duties (if they involve the use of such equipment);
• employee of the labor protection, safety and environmental department, because he confirms that the employee was given the necessary instructions upon hiring;
• security department employee who issues keys, passes, etc. to the employee.

For your information. The obligation to check the relevant facts enshrined in the bypass sheet and to sign the bypass sheets by responsible employees of the structural divisions listed in it must be provided for in the employment contract and/or job description of each of these persons.

Employment approval sheet

A bypass sheet is a document that records the transfer of responsibility for certain documents and material assets. Drawing up this document when hiring is a transfer of responsibility for documents and language. values ​​for the hired employee to enable him to perform his professional duties.

After signing the bypass sheet when hiring, it is considered that the newly hired employee:

• accepted responsibility for the documents and material assets placed at his disposal;
• took over the affairs of his predecessor or other authorized person;
• familiarized yourself with the safety requirements (if this item is indicated in the bypass sheet);
• I agree with the list of requirements recorded in the worksheet by the employer.

By law, the bypass sheet is a purely voluntary matter, but in fact, if you refuse to fill it out, you will most likely be denied a job.

Thus, the employer, having in hand the employee’s walk-through sheet when hiring him, makes sure that the employee has accepted the work, is familiar with all the internal rules, the structure of the company and other provisions enshrined in this document.

The legislation does not define the procedure for issuing a bypass sheet, so this is regulated by local regulations adopted at this enterprise. These may be internal regulations, regulations on employees, etc. documents.

Sample of a work permit when applying for a job

Here is a list of items that can be included in the workaround sheet and record the actions of both the hired employee and the responsible officials:

• briefing of the person responsible for the personnel of the organization;
• familiarization with the requirements of accounting, warehouse department, etc.;
• undergoing training on safety standards;
• familiarization with job descriptions and local internal regulations;
• acceptance of a work pass, insurance policy, etc.;
• obtaining a workplace, equipment;
• registration of an email address, obtaining a computer, laptop, mobile phone and other gadgets necessary to perform official duties;
• accepting responsibility for issued material assets and documentation.

It is important to know

The obligation to check the relevant facts enshrined in the bypass sheet and to sign the bypass sheets by responsible employees of the structural divisions listed in it must be provided for in the employment contract and/or job description of each of these persons.

The bypass sheet of the accepted employee must be signed by those persons of the company who are responsible for carrying out the employee’s actions as provided for by the bypass sheet.

These persons may be:

• the immediate supervisor of the new team member;
• HR specialist;
• accountant responsible for payroll;
• storekeeper;
• safety engineer or person responsible for safety training;
• responsible for issuing passes, policies and other similar documents.

A bypass sheet is a document that contains points about the action that needs to be performed by the employee, and the signature of the responsible person who monitored its implementation. For example, a clause regarding the issuance of a work uniform: “The employee received a work uniform.” This is followed by the date of issue of clothing and the signature of the person responsible for logistics.

Find out about job interview tests

here

.

Since the bypass sheet is not a mandatory document, its unified form does not exist. The organization develops it independently, taking into account the necessary procedures that must be performed in relation to the employee.

For example, if a citizen is employed in a production facility with hazardous working conditions, his work permit must include a note that he has been instructed in safety rules. If his work involves concluding an agreement on full financial responsibility, the sheet may indicate that such a document was concluded with him. The security service will mark the issue of a pass, etc.

Bypass sheet upon dismissal - sample form

Despite the fact that labor legislation does not stipulate the mandatory issuance of a bypass sheet when an employee leaves the company, it is an important and necessary document for both the employer and the employee himself. After all, it confirms the fact that the parties have no mutual claims against each other.

Dear readers, the information in the article may be out of date, please take advantage of a free consultation by calling: Moscow, St. Petersburg or using the feedback form below.

From the point of view of standard office work, the document has a completely normal structure.

1. At the beginning, in the middle of the line, the full name of the organization is written in it, then just below the name of the document.
2. Next, indicate the position, surname and initials of the resigning employee, as well as the date of his dismissal.
3. After this, all structural divisions that the employee must bypass are entered into the form. Opposite each of them, the corresponding manager must put his signature with a transcript.
4. Next, the bypass sheet is signed by the head of the company and then it is handed over to the person leaving for signature so that he can certify the fact that he has received his work book.
5. Finally, the document must be dated.

It would be more correct to talk about filling out the bypass sheet not at the time of employment, but before starting work, since it is filled out by an employee who has already signed an employment contract. In addition to documenting the employee’s completion of a number of procedures to begin activities, issuing a walk-through sheet allows him to personally meet the heads of departments, who must sign the document. This will help the employee quickly understand the structure of the organization and will be useful when establishing business relationships at a new place of work.

The employer, in turn, uses this document to control not only the actions of the new employee, but also the performance of their duties by the officials who are responsible for hiring and firing employees. An appropriately completed bypass sheet when hiring allows the manager to make sure that the procedure for hiring a new employee was carried out in strict accordance with the current legislation and local regulations of the organization, that he received all the documents, tools and tools necessary to start work, was briefed.

Upon dismissal and employment, an employee must take a number of mandatory actions. In order to confirm and record their implementation, a reporting form such as a walk-through sheet is used.

In various organizations, when an employee is dismissed, filling out a bypass sheet is mandatory; sometimes the bypass sheet is signed before going on vacation, but when applying for a job, it is used less often.

Let's take a closer look at whether a bypass sheet is needed when applying for a job.

Current labor legislation does not oblige an employee to sign a bypass form when applying for a job. Its form has not been officially approved, since it is not a document required when applying for a job.

The need for its registration is established by the internal rules of the organization. the bypass sheet and the sequence of filling it out in this case will depend on what procedures the employee must go through before starting work and in which departments the marks must be made.

• Walk-through sheet when applying for a job
• Checklist

Very often, during employment, the employer requires the newly hired employee to fill out a walk-through and (or) checklist. This requirement is not enshrined in law, but it does not contradict it either, and therefore has the right to exist. Let's consider why these documents are needed.

Signing a bypass sheet is part of the procedure for dismissing an employee. The document is not strictly mandatory and is usually used in large organizations with many operating structural divisions, while small enterprises, as a rule, do without it.

Approval of the document is issued with a visa, which includes the position and signature of the person approving the document, an explanation of the signature (initials, surname) and the date of signing. For example: Head of the legal department Personal signature A.S. Orlov Date A visa issued in this way means the official’s agreement with the contents of the document.

If there are comments on the document, the visa is issued as follows: Comments are attached Head of the Legal Department Personal signature A.S. Orlov Date The document is endorsed by the executor and officials of financial, economic and other services interested in the document, the deputy head of the organization in charge of this issue, a lawyer and the head of the preschool education service (if necessary). Comments can be submitted on a separate sheet, which is signed, dated and attached to the document.

T-2;¦¦¦ ¦a copy of the employment order was transferred to¦¦¦ ¦accounting;¦¦¦ ¦the employee was issued a voluntary medical policy¦¦¦ ¦medical insurance¦¦¦ ¦3. Accounting:¦¦¦ ¦- the employee is included in the list for calculating wages¦¦¦ ¦payments¦¦¦ ¦4.

Logistics department:¦¦¦ ¦- the employee was given a uniform (if necessary);¦¦¦ ¦- the employee was given office supplies¦¦¦ ¦5.

Information technology department:¦¦¦ ¦- the employee has been issued a personal computer: ;¦¦¦ ¦- the employee has been provided with access to information¦¦¦ ¦systems: ;¦¦¦ ¦- the employee has access to the local network and¦¦¦ ¦registered electronic mailbox;¦¦¦ ¦- the employee is familiar with the operating procedures of¦¦¦ ¦office equipment, rules of work in the corporate network¦¦¦ ¦6.

APPROVAL SHEET of the draft Regulations on the general principles of cooperation AGREED General DirectorGeneral Director of CJSC {amp}amp;#171;RIK{amp}amp;#187;OJSC Trading House {amp}amp;#171;Amur{amp}amp;#187; PersonalPersonal signatureK.R. Romanovsignature V.E. Afanasiev DateDate AGREED AGREED President of Inter-Trust Ltd.

• In the bypass form, you can record the moment the employee received a copy of the employment contract, job description, and signed a liability agreement.
• If an employee is hired for the position of a resigning employee, a note can be made in the appropriate column about the acceptance of cases and documents from the predecessor.
• If necessary, the document displays information from the accounting department about assigning a personnel number to an employee, issuing a travel document, etc.
• It is permissible to put a note on the walk-through sheet indicating that the employee has completed an internship or probationary period.
• A sample of filling out the by-pass form issued upon hiring can be viewed at the link. Sometimes employers include information in the document that supposedly can insure the organization in some situations.

The procedure for filling out bypass sheets

Since the legislation does not in any way define the procedure for issuing bypass sheets, the employer remains to approve the form and procedure for filling out bypass sheets in local regulations.

In this case, such acts may be internal labor regulations, personnel regulations, etc. Let us give as an example a fragment of an employer’s local regulatory act that describes the procedure for filling out bypass sheets.

Example 4

Excerpt from internal labor regulations

"7.2. When an employee starts work, the employer carries out in the prescribed manner:

• familiarizing him with the job description (instructions for the profession), working conditions, these rules, other local regulations of the organization, other organizational and administrative documents of the organization directly related to the employee’s work activity;
• clarification of his rights and obligations;
• conducting introductory training on labor protection, safety precautions, industrial sanitation and fire protection;
• issuance of a bypass sheet in the established form (Appendix 4 to these rules) for its execution on the day of hiring.

7.3. On the first day of work, the employee undertakes to fill out a bypass sheet with the responsible persons in accordance with the sequence defined therein, to accept cases, as well as the necessary documents and property related to his duties.

9.7. No later than the day of dismissal, the employee is obliged to fill out a bypass sheet of the established form (Appendix 5 to these rules), issued to him by an employee of the personnel department, transfer the files, as well as hand over documents and other property received by him upon hiring for the purpose of proper performance of his duties, to the authorized employer person."

It must be said that most experts believe that filling out a bypass sheet is a kind of custom, which is usually reflected in the employer’s local regulations and is observed in the same way as other provisions of the organization’s internal documents.

However, there are luminaries who are confident that filling out a bypass sheet worsens the employee’s position in comparison with labor legislation, which is unacceptable from the point of view of labor law.

Most likely, this opinion is based on the fact that many employers take the issuance of bypass sheets when dismissing employees too seriously. So much so that they forget: the laws governing dismissal issues should not be violated under any circumstances.