Article 84.1. General procedure for termination of employment

The termination of an employment contract is subject to an employer ' s order (order) and the employer ' s order (order) to terminate the employment contract must be made known to the employee in writing. At the request of an employee, the employer is obliged to provide him with a duly certified copy of the said order(s). It is possible for an employee to be informed or the employee refuses to consult him or her under the signature, and the order(s) shall be entered into the relevant record. In all cases, the last day of the employee ' s work is the last day, except when the employee has not actually worked but has retained it under this Code or other federal law. On the day of termination of the employment contract, the employer is obliged to provide the employee with a work record or information on work (art. 66.1 of the present Code) (a) The employer in question is obliged to give him or her a certified and correct image, in accordance with article 140 of the present Code. (Article 66.1 of the present Code) on the grounds and reason for the termination of employment The treaty must be made in strict conformity with the wording of this Code or other federal law and with reference to the relevant article, part of the article, paragraph of this article. Code or other federal law: If, on the day of termination of the employment contract, the employee is given a work record or information on his or her employment from the employer in question. possibly due to the absence or refusal of the employee, the employer is obliged to notify the employee of the need to follow the employment record or consent to send Posting or mailing to an employee by registered letter notifying the employer of his employment during the period of work on paper, certified by the correct employer From the date of the notification or letter, the employer shall be exempt from liability for delay in issuing the employment record or providing information on the work of the Danes. The employer is also not liable for the delay in the issuance of the employment record or for the delay in the provision of employment information to the employer in cases of disagreement. Adjournment of the last day of work with the date of termination of the employment relationship when the employee is dismissed on the basis of article 81, paragraph 6, subparagraph 6 (a), of part one, paragraph 4 of part two 83 of the present Code, and in the case of dismissal of a woman whose employment contract has been extended until the end of pregnancy or the end of maternity leave, as appropriate; In accordance with article 261 of the present Code, the employer is obliged to issue it no later than three working days after the date of dismissal, upon written application by an employee who has not received an employment record. the worker ' s application or, if under this Code, under another federal law, the employee is not subject to a labour record, upon the employee ' s request (in writing or in writing) In accordance with the procedure established by the employer at the employer ' s e-mail address) who has not received information about the employer ' s employment after dismissal, the employer is obliged to issue No later than three working days from the date of the worker ' s request in the manner indicated in his application (in a paper-based, duly certified form or in the form of an electronic document signed by A strong, qualified electronic signature (if available to the employer).