Celebrated vacation "forward", that is, without pre-testing necessary for the provision of months is usually needed when the occurrence of emergency circumstances. In some cases, employers are obliged to provide such vacation at the request of the employee, but the majority of workers are deprived of such benefits, therefore, they should rely solely on the goodwill of the supervisor. As a rule, companies are reluctant to provide leave in advance, because this increases the likelihood of additional problems associated with the dismissal of the employee until the testing of all previously paid vacation.
As a General rule, entitled to full vacation after the conclusion of the employment contract arises at the worker after six months of work in the organization. Some employees may request a leave of absence until the expiration of the designated period, and the company cannot refuse them. To such categories of employees include, for example, women who must be granted the leave application before the leave related to pregnancy, childbirth or immediately after it. In addition, the right to parental leave "forward" have the workers under the age of majority, employees who adopted a child or several children up to three months. By agreement between the employee and the company leave prior to the expiration of the statutory period of work may be granted to any employee.
Many employees agree with the employer on vacation "forward" with the intent to leave directly after the end of such leave. This approach is in fact meaningless, because the labor law protects employers in this field, allowing them to make deductions from the employee's salary at the expense of those vacation days that were already paid for but have not yet been worked out. The deduction can be based on statutory restrictions, and in the absence of the consent of the employee, the implementation of such retention money can be charged in court. This is why make arrangements to pay the home away from home prematurely only in the case when really there are certain objective circumstances, and the employee intends to continue working in this company.
Who leave "forward" is mandatory?
As a General rule, entitled to full vacation after the conclusion of the employment contract arises at the worker after six months of work in the organization. Some employees may request a leave of absence until the expiration of the designated period, and the company cannot refuse them. To such categories of employees include, for example, women who must be granted the leave application before the leave related to pregnancy, childbirth or immediately after it. In addition, the right to parental leave "forward" have the workers under the age of majority, employees who adopted a child or several children up to three months. By agreement between the employee and the company leave prior to the expiration of the statutory period of work may be granted to any employee.
What will happen to the employee when the leave forward?
Many employees agree with the employer on vacation "forward" with the intent to leave directly after the end of such leave. This approach is in fact meaningless, because the labor law protects employers in this field, allowing them to make deductions from the employee's salary at the expense of those vacation days that were already paid for but have not yet been worked out. The deduction can be based on statutory restrictions, and in the absence of the consent of the employee, the implementation of such retention money can be charged in court. This is why make arrangements to pay the home away from home prematurely only in the case when really there are certain objective circumstances, and the employee intends to continue working in this company.
