Advice 1: How to dismiss the Director in LLC

You decided to dismiss the General Director of your OOO. The reasons may be different. Conditionally they can be divided into objective, independent from the person performing the functions of a Director; and subjective, which characterize man as a bad employee.
Instruction
1
The first thing you have to hold a founders meeting, where the decision on change of the management company. A Protocol where all founders are signed.
2
The next step should be to discuss this issue with the Director himself. The reasons for the dismissal can be three:1. objective circumstances not related to the work of the Director (change of founders, change of activity, etc.);
2. unfair work supervisor(truancy, incompetence, etc.);
3. force majeure circumstances.If the dismissal occurs for objective reasons, then you need to speak with a person and come to a consensus about the necessity of such a step. You can dismiss for 279 article TK (dismissal not related to the employee's work) or article 77 (the mutual consent of the parties). In this case, the compensation to the former employee. But the former head may be dismissed under article 81 as positions are not relevant. In this case, the payment is not assigned. The Director shall sign all documents prepared for the notary, which requires his signature. Take in the tax office extract from the register of the company.
3
Need to come to the notary to notarize all the documents about the change of leadership of the company. Usually, working with documents has a new CEO, or the person temporarily fulfilling its functions. After certification of all documents by a notary is required to make the necessary revisions on the company's management in all concerned institutions: the IRS, the pension Fund, the Bank where your checking account.

Advice 2: How to dismiss the Director on their own

Like all citizens, the Director has the right to dismissalunder article "At own request". Of course, the care in first person of the firm are complicated by certain legal requirements compared to treatment of ordinary employee. The Director shall inform the founders of the company about his desire to leave for a month, not 2 weeks. Dismissal, he may refer cases or constituent Council, or the new Director.
Instruction
1
If you are a Director, by law, have the right to convene shareholders General meeting whenever they deem it necessary. Difficult situations arise when they do not want to let you go. In this case the founders will just ignore your calls. To comply with all required formalities, you first send each founder separately certified letter of the impending convening of the meeting of founders with return receipt requested. Then send a registered letter to the same individuals his resignation. A possible scenario is that the founders will continue to ignore your appeal. So count calendar month of receipt all recipients of your letter. From this day on, you can just stop working.
2
It's easier to leave when a replacement Director. Then you just submit the case to its mate. The law does not require in fact making the act of describing the existing situation in the organization. Often not officially need to submit a list of all values, including the seals that go from you to another Manager. But it is recommended that you have taken care of the above documents. So to protect himself from claims that may arise on the part of the founders.
3
If you cannot find a replacement, we have the right to convene a General meeting. At the meeting decide how you are going to transfer. Take you can any of the founders, which will authorize the General meeting.
4
If you are faced with the problem that for a number of reasons to transfer to no one, you can use the services of a notary. You have several options of action. First, take documents for storage, you can on the inventory, or without it, and to make the values better in the notary's Deposit that the future could take them.
5
Perhaps the notary will want to question employees of the company, to inspect the premises. He needs to provide written evidence that employees knew about your intention to leave, you locked the safe with documents and values.
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