The most common type of dismissal in enterprises is voluntary. Even if the employer wants to dismiss the employee for some other reason, and not of his own free will, then most often the parties agree and do not go into open conflict. With this type of dismissal, a statement of the desire to leave must be received from the employee.
It is necessary
- -application of the employee
- -order of dismissal
- -calculation
- - issuance of documents to the resigned
Instructions
Step 1
An employee cannot communicate his desire to quit by phone or mail. Only by handwritten statement with your personal signature. The letter of resignation must be filed two weeks before the expected date of dismissal. There are also exceptions to this rule, when an employee can write a statement three days before the alleged dismissal. These are those workers who quit during a probationary period or have entered into an employment contract for seasonal or temporary work. This period is counted from the next day after the application is submitted.
Step 2
If the employer agrees to dismiss the worker without two weeks' work, then he can do this only at the request of the resigning person, indicating a good reason why he cannot work. If the employer does not want to dismiss without work, then he has the right to demand a document confirming the specified reason. If it is impossible to submit a document, the employee must work for two weeks.
Step 3
Termination of an employment contract is considered the next working day after the last worked day. If weekends or holidays fall, the first working day after them is considered the first day of dismissal.
Step 4
On the first day of dismissal, you need to make a full settlement with the employee, pay compensation for unused vacation days, and hand over the work book. On the same day, issue a dismissal order.
Step 5
If the employee is absent on the day of dismissal for some reason, then the order of dismissal indicates that he is absent. The employee is notified of the receipt of the calculation and the need to pick up the work book. The calculation is issued on the day the resigned employee applies.
Step 6
If an employee changes his mind about quitting and starts work on the day that is considered a layoff, and the employer does not interfere with this and does not issue a resignation order, then the employment relationship is considered continued.
Step 7
When the calculation is not issued on the day that is considered the day of dismissal, the employee can submit an application to the labor inspectorate. For the entire duration of the investigation and proceedings, the employer will pay the employee downtime at the average earnings. In addition, he will pay an administrative penalty for late settlement.
