How to lay off after a trial period
If you plan to dismiss an employee as a non-probationary, then you need to do this before the end. If you did not make the termination procedure, and the employee started workafter end of the testterm. You can dismiss him only on the general grounds provided for by the Labor Code of the Russian Federation.
To fire has not passed the probationary period, make a written notification three days before the planned dismissal. Submit the notice to the employee against receipt. After the specified period you have the right to terminate the employment contract, stating the reason "failed probation".
The employee also has the right to resign during the testterm. if he has found a more suitable job or the position for which he has settled, he is not like him, but he is obliged to warn you three days before his dismissal.
You are not entitled to probationary employees, accepted the position on a competitive basis, to pregnant women and women with children up to six years. As well as minors, young professionals, directed to you after graduation of accredited state institutions, specialists in elective positions, transferred and temporary employees.
If you did not fire an employee during the testterm or inafter dny day of the test, then you can terminate the employment contract on the initiative of the employee or on his own initiative. If you terminate the contract on its own initiative, must have good reason for termination of the employment relationship and to meet a number of requirements stipulated by law.
The Labor Code provides thatafter end of the testterm the employer has the right to dismiss responsible persons for the distrust of teachers for the rude attitude towards children, the rest of the staff for a number of violations. In this case, you are required to draw up an act of violations, to issue a written penalty, to submit all the documents against receipt the employee only after this terminate the employment contract.