How to dismiss an employee of his own free will
The employee can not inform about his desire to leave by phone or by mail. Only by a self-written statement with his personal signature. The application for dismissal must be filed two weeks before the expected date of dismissal. There are exceptions to this rule when an employee can write an application three days before the alleged dismissal. These are those workers who are dismissed during the trial period or have entered into a labor contract for seasonal or temporary work. This period is considered from the day following the submission of the application.
If the employer agrees to dismiss the worker without a two-week work-off, then he can do it only upon the application of the person who leaves the employer with an indication of a good reason why he can not work. If the employer does not want to lay off without working off. he has the right to demand a document confirming the specified reason. If you can not submit a document, an employee must work for two weeks.
The termination of the employment contract is the next business day after the last worked day. If the weekend or holidays falls, the first working day after them is considered the first day of dismissal.
On the first day of dismissal, it is necessary to make a full payment with the employee, pay compensation for unused vacation days, give a work book. The same day, issue an order for dismissal.
If the employee is absent for some reason on the day of dismissal, the dismissal order indicates that he is absent. The employee is notified of receipt of the calculation and the need to pick up the work book. The calculation is issued on the day the employee leaves the office.
If the employee has changed his mind about quitting and started working on the day that is considered dismissal, and the employer does not interfere with this and issued the dismissal order, then the employment relationship is considered to be continued.
When on the day that is considered the day of dismissal, the calculation is not issued, then the employee can apply to the labor inspectorate. During the whole investigation and trial, the employer will pay the employee a simple average salary. Additionally, he will pay an administrative penalty for the delay in settlement.