First you need to decide what the employee on fixed-term contract was executed legally. This can only be done under certain conditions. So, a temporary reception is possible to replace a temporarily absent employee, seasonal work, for the registration of labor relations with the pensioner, etc. Full list of cases where accepted on fixed-term contracts, article 79 of the Labour code of the Russian Federation.

If the employer wanted to protect themselves from wrong decisions when choosing a candidate, it's illegal. For the vacant position available in the staffing table of the enterprise may receive only an indefinite period. If there are doubts about the correctness of the choice of the candidate, ability to accept him on probation.
Unauthorized reception on a fixed-term employment contract may be appealed in court.
When the term of the employment contract will come to an end, the employer should warn the worker about forthcoming dismissal 3 days prior to the date of dismissal. In the notice, the employee should sign and put the date of review. It is a prerequisite for all emergency work. An exception is the work in the absence of a regular worker. In this case the last day will be the day of return to work regular worker.
If the contract for a period of 2 months, completed before the contract is terminated on the day of completion. However, the obligation of the employer on the prevention 3 days remains in force.
In day of dismissal the employee must make order, make full payment and issue a work book with a record of dismissal under item 2 of part 1 of article 77 of the LC RF.
How to fire upon the expiration of the employment contract
In addition, fixed-term employment contract may be extended by agreement of the parties. About it is made the addition to the labor contract. If neither party has expressed a desire to terminate fixed-term employment contract, it is deemed concluded for an indefinite period. In this case, dismissal is only possible on a common basis.