Each manager faced a situation when he needed to cut staff for one reason or another. The reasons may be different, from the direction of the leadership "above", up to the crisis in the life of the company. This does not change the essence. It is necessary to dismiss the employee, but at the same time saving on various types of compensation.
It is necessary
PC, labor code, entrepreneurship
Instructions
Step 1
Read the Labor Code. Before you start, you need to know what to start from. This is where the Labor Code comes to the rescue.
Step 2
Dismissal of an employee. We find a suitable article, prepare the necessary documents and fire the employee. Suitable articles: If the employee does not correspond to the position held or the work performed, confirmation of insufficient qualifications is required. Confirmation - attestation results. You just need to come up with an unscheduled check that the employee will definitely not be able to pass. But, according to the law, an employee can demand another position, up to a cleaner, if the employee repeatedly fails to fulfill his job duties without good reason. An employee can be fired if he already has a disciplinary action. To do this, we impose a reprimand (disciplinary penalty) for failure to fulfill the “impossible” task given by you or for a banal delay. After that, demand that an explanatory note has been written. Next, you need to familiarize him with the order of collection and take a list from him. After some time, we repeat exactly this procedure and the employee can easily be fired if the employee has grossly violated his labor duties. This is absenteeism, alcohol or drug intoxication, etc. One time is enough here.
