Termination of an employment contract is a completely normal and frequent occurrence in the process of employment. The procedure and obligations of the parties in such situations are spelled out in the Labor Code of the Russian Federation (Chapter 13 of the Labor Code of the Russian Federation). There are a number of reasons for the termination of the relationship between the employer and the employer.
Instructions
Step 1
The dismissal of an employee can occur on his initiative. To do this, the employee must write a letter of resignation in your name. In it, he must indicate that this happens of his own free will. The application is registered in the journal of incoming correspondence, after which it falls into your hands. From the date of signing the application, the employee must work in the company for another 14 days.
Step 2
If you have entered into a fixed-term contract with an employee, that is, for a certain time, the expiration date of the document will be considered a dismissal. But you, as an employer, must notify the employee of the termination of employment three days in advance.
Step 3
In the event that a fixed-term employment contract was concluded during the absence of the main employee, the date of the main specialist's release to work will be considered dismissal.
Step 4
Dismissal can occur on the initiative of the employer himself, but this requires good reasons. For example, if you are planning to lay off staff due to the poor financial condition of the company, notify the employee about it two months before the order takes effect. Termination of an employment contract should only be carried out if the reduction is actually confirmed. To do this, draw up an order, approve a new staffing table. Note that there are categories of workers to whom reductions cannot be applied, such as pregnant women and mothers who are on parental leave under three years of age.
Step 5
You can dismiss an employee due to a violation of the terms of the contract or other local act. For example, an employee does not regularly show up for work. In this case, you need to draw up an act of violation of labor discipline and sign it with the employee. If he refuses, document it.
