The Labor Code of the Russian Federation not only protects the rights of workers, but also gives employers the opportunity to get rid of those of them who do not want to work normally. This measure today, when enterprises are privately owned and provide their own income, is necessary in order to "throw off the ballast" - to quickly dismiss those from whom there is no necessary return.
Instructions
Step 1
With a person who does not suit you as an employee, you can simply talk and ask him to quit. After such a conversation, few people will dare to persist and stay at their workplace - after all, the employer has the opportunity to arrange a rather difficult life for him. You can dismiss him within the framework of the current legislation under Art. 78 and 79 of the Labor Code of the Russian Federation by agreement of the parties. According to the law, an employee can be dismissed by agreement of the parties day in and day out, while his rights will not be violated.
Step 2
You can quickly dismiss an employee when he is working on probation. This is a case when the test result clearly does not suit you, and you see that the person is not doing the job that is entrusted to him. You, according to Art. 71 of the Labor Code of the Russian Federation, you have the right to terminate the employment contract at any time before the trial period expires. But at the same time, you must warn him about this three days in writing with an indication of the reason.
Step 3
In Art. 81 of the Labor Code lists cases when termination of an employment contract can occur at the initiative of the employer. True, not all of them allow you to do this quickly - both the reduction and the certification will take time. But you can fire him for repeated non-fulfillment or gross violation of his labor duties, absenteeism and drunken appearance at the workplace rather quickly. To do this, within two days, he must write an explanatory note, which will be considered by the commission, after which he can be fired.
Step 4
Dismissal in a short time also threatens the one who allowed the disclosure of state or commercial secrets, personal data of another employee, which became known to him due to his job duties.
Step 5
In the event of theft, deliberate damage or destruction of property, embezzlement, etc., you can threaten such an employee with a court and, most likely, he will prefer to quit quickly so as not to become a participant in legal proceedings.
