How to dismiss a negligent employee
To start, simply talk to the employee and find out the cause of a futile activity. Frank conversation will allow problems and the reasons why he did not want layoffs. Indicate your requirements, review them with actual results and assure him that his further stay in the workplace is meaningless both for the company and for himself. Often after such Frank conversations the employee himself decides to resign. In this case, the employment contract is terminated by mutual request of the parties.
If such talk failed to convince employee of the necessity of his dismissal, wait until the end of the term of the employment contract. If you don't want to cooperate with the person, not to extend the term of the contract. In such a situation, mention that you have a duty to warn employee a minimum of three days about their intentions.
Slightly different is the case when the labour agreement is made for an indefinite period, and the employee is unwilling to resign. In this case, you have to use the right of the employer to dismiss his article on disciplinary action. For the use of these kinds of sanctions first request from employee a written explanation stating the reasons of its disorders. If it is within two days you did not provide, draw up the relevant document.
Termination of employment contract on the initiative of the head of the conduct under article 81 of the Labour code of the Russian Federation. The reason for the dismissal must comply with the regulations, otherwise, the employee may demand reinstatement in the courts. In some cases, to avoid writing in the workbook for dismissal under article, the employee upon notification of possible termination of the contract on this occasion he can write a letter of resignation. In this case, the Manager's task much easier.