While on parental leave, a woman, for various reasons, can terminate her vacation ahead of schedule and go to work at any time. The legislative documents do not stipulate that a woman who is going to interrupt parental leave must notify the management of the organization in writing about her intention to go to work. But, in order to avoid any further conflict situations, this procedure should be formalized properly.
Instructions
Step 1
A woman has the right to prematurely terminate parental leave for both up to one and a half years and up to three years. In any of these cases, there is a procedure in which a woman must notify her management before going to work. Therefore, early exit from care begins with the fact that the employee writes a statement, in which she must indicate the date of exit to work. Each organization has its own established template for such a statement.
Step 2
If a woman prematurely interrupts parental leave for up to one and a half years, then it makes sense to indicate in the application that she is taking up her duties on a part-time basis. In this case, the woman retains the right to receive a monthly childcare allowance up to one and a half years.
Step 3
On the basis of a completed application and in accordance with the rules of office work, the company issues an order for the employee to leave the vacation. In the order, it is imperative to indicate the basis in connection with which the order was issued. In our case, this is a statement from an employee. The following items are mandatory in the order: • order number;
• date of issue of the order;
• the date of the employee's release;
• signature of the head of the organization.
Step 4
Often there are cases when another employee is hired under a fixed-term employment contract during the parental leave. In this case, he must be notified in advance of the departure of the main employee.
Step 5
If the organization has the opportunity to provide an employee working under a fixed-term employment contract with a vacant position, then an order is issued to transfer this employee to another position. If the organization does not have such an opportunity, then the employee is dismissed due to the expiration of the term of the employment contract. For this, an order is issued to terminate a fixed-term employment contract. The order must be drawn up in accordance with the norms and requirements of office work, namely in the form No. T-8.
Step 6
The date of the employee's exit from parental leave and the date of dismissal of the employee working on a fixed-term contract must coincide.
