In accordance with the Labor Code, the employer can summon an employee from vacation, but revocation is allowed only with the consent of the employee. These actions must be documented, otherwise it would be a violation of labor laws.
Instructions
Step 1
According to article 125 of the Labor Code, early termination of vacation can be carried out only with the consent of the employee himself. Based on this condition, you should receive a positive response from the working person, expressed by his signature in the notification. Write a letter to the employee. In it, indicate the reasons that led to the need for his presence at the workplace. Also, in the notification, you can register the end date of the vacation.
Step 2
Draw up an administrative document - an order. Be sure to indicate the reason (for example, production need), full name. and the position of the employee, the date of return to work. In the document, write down the conditions that you agree to fulfill in this situation, for example, you can prescribe that you will provide the unused part of the annual leave at any time convenient for the employee or replace it with monetary compensation. Sign the order and give it to the employee for signature, then put the company seal.
Step 3
In the employee's personal card, put a note that the vacation was terminated ahead of schedule. Do not forget to give an order to the accounting department for subsequent payroll calculation and filling out the timesheet.
Step 4
Adjust your vacation schedule. Perhaps it will move. You must get a statement from the employee that he is going to work. This document is even necessary if the employee's signature is present on the notification.
Step 5
Remember that not all categories of employees can be revoked, for example, by calling a pregnant woman from vacation, you run the risk of "running into" a large fine. This condition also applies to minor employees, retirees, disabled people, as well as people employed in work with harmful working conditions.
