Issues related to the termination of an employment contract at the initiative of an employee are regulated by Art. 80 of the Labor Code of the Russian Federation. It also applies to those of them who are going to quit while on probation. Many employers, and the workers themselves, do not see the difference between the labor rights of those who work on a permanent basis and those who are hired for a trial period.
Instructions
Step 1
A probationary period is established for an employee who has taken a vacancy, in order to check his compliance with the assigned work, position. This period is due to the agreement of the parties and must be spelled out in the employment contract concluded upon hiring. In most cases, this period is set equal to 3 months, but in cases stipulated by law, it can be extended up to six months.
Step 2
The categories of employees whose probation period may be more than 3 months include heads of enterprises and their deputies, chief accountants and their deputies, heads of subsidiaries and separate structures that are part of the organization. The employer has no right to change this list.
Step 3
If you, while on probation, decide to terminate your employment contract and quit, you have the right not to work for 2 weeks, the probationary period gives you this opportunity. According to Article 71 of the Labor Code of the Russian Federation, you can terminate an employment contract on your own initiative, but you must write a corresponding statement 3 days before that and notify the employer of your intentions.
Step 4
The law stipulates only one exception to this norm, it concerns the head of the enterprise. In this case, Art. 280 of the Labor Code of the Russian Federation, which regulates the early termination of an employment contract at the initiative of the head of the company. He must notify the owner of the organization's property or his representative about his dismissal no later than a month before his departure.
Step 5
Keep in mind that although you are not required to work for two weeks, the probationary period does not mean that you will not be entitled to employee compensation for the unused portion of your annual leave. Art. 127 of the Labor Code of the Russian Federation obliges to pay this compensation, regardless of how long the employee has worked and on whose initiative the employment contract is terminated. Know and exercise your rights.
