What if I want to fire a pregnant

Pregnancy the employee is often the head seems a valid reason for her dismissal. This is not surprising, because women will have to provide paid sick leave and vacation and maternity leave. However, if a pregnant employee knows his rights, it will be able to avoid layoffs.

Instruction

1. Remember that an employer may not dismiss an employee from employment because of pregnancy. Women in this case are protected by the law: according to article 261 of the Labor Code, termination of an employment contract with a pregnant woman at the initiative of the employer is allowed only in the event of termination of activities of individual entrepreneur or liquidation of the organization. If the boss threatens you with dismissal, in reference to your situation, you can remind him that it's against the law.
2. If the term of the employment contract of a pregnant employee expires, and the employer intends to use that to dismiss a woman, she need only write the application for renewal of the contract. In this case, the head is obliged to extend the term of cooperation, and the fact that the woman is pregnant, can not become a reason for refusal. Note: updated contract is valid only until the end of pregnancy.
3. Do not succumb to provocations of the employer. Often pregnant women are threatened with dismissal for serious breaches of the employment contract, compelling them to leave of their own accord. In fact the basis for dismissal can be the only items 1, 5, 6, 7, 8, 10 and 11 of article 81 of the Labour Code of the Russian Federation, though the employer must still prove breach of the employment contract from the employee. In particular, the pregnant woman by law can't fire because of downsizing, so popular a reference to paragraph 2 of article 81 of the employer – no more than empty threats.
4. Be aware that the employer may not dismiss a pregnant employee passing the probation period for non-compliance. The fact is that when employment a probationary period for women expecting a child, generally can not be installed because it is contrary to article 70 of the Labor Code. Moreover, it does not matter when the employer learned of the pregnancy of the employee, prior to employment or after.