Many employers set a probationary period for new employees. If the employee is not suitable for you and you decide to fire him, then you should provide all the evidence, notify him in writing about this three days before the end of the trial period and formalize the dismissal in accordance with labor law.
It is necessary
- - employee documents;
- - job description of the employee;
- - agreement on the establishment of the test;
- - order form T-8;
- - form of notice of dismissal;
- - documents of the enterprise;
- - seal of the organization;
- - Labor Code of the Russian Federation.
Instructions
Step 1
The employer has the right to establish a probationary period for a newly hired specialist only upon agreement with him. When concluding an employment contract, notify the employee about it. During the passage of the test, the employee should be instructed to assign tasks in accordance with his job responsibilities and the results of the performance should be recorded in an appropriate document, which should be drawn up by the direct supervisor of the test subject.
Step 2
If you think that according to the results of the probationary period, the specialist is not suitable for you, write a notification in his name. In the header of the document, indicate the name of your enterprise in accordance with the charter or other constituent document or the surname, name, patronymic of an individual in accordance with a passport, military ID or other identity document, if the company's OPF is an individual entrepreneur.
Step 3
Assign an outgoing number and the actual date of its compilation to the notification. It is possible to dismiss a test subject only during the probationary period. The notice should be written three days before the end of the test. If the supplementary agreement to the employment contract specifies its term from December 1 to December 17, then the latter must be considered December 17. If from December 1 to December 17, then the subject can be fired on December 16.
Step 4
Contact the employee by name and patronymic. Referring to article 71 of the Labor Code of the Russian Federation, write in the facts that showed that it showed unsatisfactory test results. Systematic delays with further reprimands and disciplinary sanctions, failure to fulfill the tasks of the head should be indicated in this list. On the notification, the employee must personally sign both copies, one must be returned to the employer, the second must be kept for himself.
Step 5
Draw up an order of dismissal in the form of T-8. Give it a date and number. Familiarize the employee with the document. He should put his signature and date of acquaintance. Certify the order with the signature of the director of the company or other authorized person, the seal of the enterprise.
Step 6
Make the appropriate mark in the specialist's personal card, draw up a calculation note in the T-61 form, where you enter the amount of money that is due to him for performing his job function.
Step 7
In the employee's work book, enter the serial number of the entry, the date of dismissal. In the information about the work, indicate the link to article 71 of the Labor Code of the Russian Federation, in the grounds - the date and number of the order of dismissal. Certify the entry with the signature of the person responsible for accounting, maintenance, storage of work books, with the seal of the enterprise. Review the employee's record. He must sign.
