How to dismiss an employee who is on sick leave
You have the right to dismiss an employee if he submitted a letter of resignation at his own request even before going to the hospital, or if he sent you a letter with a notification informing him of this statement or confirmation of his dismissal. If such an application (or subsequent confirmation) has not been received, then you will be able to dismiss it only if you submit an application or written confirmation of a previously filed. Note: dismissing an employee who is currently on sick leave may later lead to penalties and a court.
If it was announced the liquidation or dissolution of your organization, you can dismiss the employee without consequences only if he was warned about this for 2 months.
If the employee who is currently on sick leave has sent you a letter of resignation (or confirmation of his intention to quit) with a letter of notification, the date from which the time limit for waiting for the refusal of the application or confirmation will be counted (14 days) you letters about what you should make the corresponding entry in the journal of incoming correspondence.
You have the right to dismiss an employee even if the term of the employment contract with him has expired. However, you will need to pay in full for the sick-list (that is, for the entire period indicated in the temporary disability sheet). But if you plan to dismiss an employee who is pregnant, you will not be able to do this, even if the employment contract is terminated. This requires her written consent.
If an employee was found to be incapable of work and received a disability while on sick leave, you can only dismiss him after paying for the newsletter.
If the employee worked part-time and in another institution, then you will pay him a list of temporary disability only if your organization was his main place of work.