The labour code of the Russian Federation allows the employee to resign at any time, but with the obligatory prior notification of the employer. The deadline for compliance, according to article 80 of the Labour code, is fourteen days. However, it is possible to leave by agreement of the parties and without working. This possibility is stipulated by law. Having valid reasons for such dismissal, remain right to make a statement.

So you've decided to quit my job to care for a child up to 14 years. Keep in mind that under the current legislation there are some peculiarities of registration of documents in the case of dismissal for this reason.

The main requirements for entry in the work record card about dismissal - the wording is in strict accordance with one of the grounds stipulated by the Labour code and a link to the corresponding resolution of the LC RF. Records must also be assigned a serial number and date and set forth the basis on which it is entered in the work book (order or other document with number and date).

In the case of dismissal of an employee from the company during the registration in the employment service, he may ask him to fill in a reference wage in the organization. It is a blank documentinto which to make the necessary employee details and the payroll for the previous three months.

Among the common grounds for dismissal in the first place is the dismissal by agreement of the parties. However, it is used much less frequently than, for example, on their own. Why is this happening? It is possible that some uncertainty confuses the employer. The question arises, what documents you need to formalize the dismissal, which is the basis for it, whether you want the employee to write the application on dismissal by agreement of the parties?

To dismiss an employee on the ground of redundancy or number of employees is difficult, it is not a single action but a complex event. To miss it any stage is fraught with the recognition of illegal dismissal. The first and foremost step for an employer should be compiling the order on the staff reduction.

The pension benefits of women 55 years, men 60 years. She's not paid to you automatically after reaching a specified age. Pension need to apply. The pension accrual occurs from the date of filing the application in the pension Fund, but not earlier than the retirement age. In order to receive a pension in time one year before retirement age bring in all necessary documents for its registration.

Sooner or later each of us has to change jobs. Sometimes it happens naturally and without problems, as a result of your professional development, sometimes the dismissal is the result of workplace conflict, and sometimes it happens at the initiative of administration of the enterprise. In any case, the best solution is the resignation. And here arises the question of how to inform the Director of its decision so to protect their own interests, to preserve the reputation and not to provoke a conflict with management.

The employee has the right to resign, being in regular paid vacation. In this two-week testing is not required if the letter of resignation submitted before you leave or two weeks before the end of the vacation.

According to article 80 of the Labor code an employee when the dismissal at his own request, is obliged "...to notify the employer in writing not later than two weeks." But it also States that before this period the contract can be terminated by agreement between the employee and the supervisor. To organize such "arrangement" and not to work for two weeks, when the dismissal at his own request, you can be different inranks.

When the company needed to dismiss the employee in connection with his death, you should use the labor laws that regulate the order of registration of the termination of the employment relationship in circumstances that do not depend on the will of the parties. You need to make an order, on the basis of which to make an entry in the work book of an employee. Accounting needs to calculate payments, which in labor are issued to the relatives of the deceased technician.

The dismissal of an employee for the discrepancy of the occupied posts sometimes raises a lot of questions from the employer. It seems that there can be nothing easier than to dismiss the employee for non-performance or substandard performance of duties. But in practice it is much more difficult.

For distrust can be dismissed financially responsible persons, with whom a contract of individual or shared financial responsibility. This reads article 81, paragraph 7. Dismissal under this article must be fully documented to prove wrongful action committed by a responsible person. It may be treated as acts committed in the workplace, and actions taken during the shutdown period.

According to article 127 of the labour code, an employee subject to layoff, provided monetary compensation for all unused for a period of service in the organization leave. With the exception of absenteeism. Compensation is paid in day of dismissal of the employee. When this former employee can calculate the amount of compensation.

About the possibility to use another vacation before dismissal specified in article No. 127 of part 2 of the labour code. But the legislator has reserved the right of the employer to decide on its own to provide the resigning employee to leave or to pay monetary compensation instead of another vacation. To make vacation with the subsequent dismissal, you need to prepare a number of documents in accordance with the requirements of the LC RF.

Dismissal from the Armed Forces with servicemen on a contract basis, is on their application. This document is a report on the dismissal. Write it yourself, based on existing legislation.

Many military personnel working on contractare often faced with the problem of dismissal from military service before the deadline. According to the Federal law "On military duty and military service" from March, 6th, 1998 № 53-FZ, provides for the dismissal of a soldier on their own in the presence of a number of valid reasons.

Labour laws guaranteed the payment of average earnings to the employee for any form of reduction. The average salary paid within two calendar months. In some cases, the repayment period increases to two weeks.

When the employee decides to resign from the organization, it is necessary to write the application on dismissal. But if he has unused annual paid vacation, and he wants to leave, pre-athula it, you need a statement on vacation. But the employer raises the question is which day is considered the last working day.

It happens that as the health worker is unable to perform further duties. Does this fact mandatory dismissal? What action should the employer not to break the law and the interests of the employee?

With the reorganization of the employment contract may be terminated only with the chief Executive, his Deputy and the chief accountant. With other employees, the labor contract is terminated can not be. Such a process as the reorganization of enterprises does not necessarily imply the dismissal of employees of the organization. But, nevertheless, there are moments in which the possibility of dismissal of employees during reorganization of the enterprise.

In any case, there is a need to cancel the order for dismissal? Two main options: if the employee refused to resign or when he is reinstated in case of unfair dismissal.

You decided to quit, but do not want to work two mandatory weeks after submission. How to quit practicing 14 days and is there a situation when you have the right to ask, and to demand the dismissal on the same day?

Upon termination of the employment contract with the employee, in the work book was given to be made the relevant record. It is to be paid on the grounds of article 77 of the Labour code of the Russian Federation, except for a few cases when you need to rely on other articles. In order to properly register the record in the workbook if the employee leaves, you must observe some rules.

Sometimes there are such situations when the employer is forced to fire an employee without his consent. The reasons for this are various, for example, in the case of failure to fulfill the terms of the employment contract. As the head of the organization to carry out the procedure of employee dismissal?

When the dismissal of an employee must be fully calculate. The concept of the complete calculation includes all days of unused leave, the payment of the regional factor and the premium is based on the date of dismissal. If the calculation of compensation for vacation number you want to round, this is done in favor of separating.

For some companies, organizational change is not uncommon. One of them is the transfer of an employee to another job. It can be performed by the employee and a supervisor. How to make this transformation?

Everything changes in life: new horizons beckon promising opportunities, and now the once coveted job does not seem so attractive as before. To terminate the business relationship with the former employer, must be correctly and timely to make a statement about care.

Working part-time is doing this extra work in your free time from the basic employment. You can work for the same employer at part-time domestic, or different, in external combination, that is in another organization. All employment relationships in these works are regulated by article 44 of the labour code. It is possible to retire under article 80 of the labour code, on its own initiative or according to article 288 of the LC RF, at the initiative of the employer.

Fired employee? You, as a hiring Manager, it is important to avoid errors in the calculation of days of unused vacation. How to do it properly in full accordance with the law and regulations?