How to dismiss an employee who is on a sick leave
You have the right to dismiss an employee if he submitted a statement of resignation even before he went to the hospital, or if he sent you a letter with a notification of this application or a 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 submitted an application or a written confirmation of the earlier submitted. Note: dismissal of an employee who is currently on sick leave may subsequently lead to penalties and court.
If you announced the liquidation or self-dissolution of your organization, you can dismiss an employee without consequences only if he was warned about it for 2 months.
If a staff member who is currently on sick leave sent you a resignation letter (or a confirmation of his intention to leave) by a letter with a notice, the date from which the deadline for waiting for the refusal of the application or confirmation (14 days) will be received will be the date of receipt you will need to write a 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 have to pay in full for the payment of the sick leave (that is, for the entire period indicated in the temporary disability sheet). But if you plan to dismiss an employee who is pregnant, you can not do this, even if the employment contract ends. This requires her written consent.
If an employee was found incapacitated while on sick leave and got a disability, you can dismiss him only after you pay the ballot.
If the employee worked part-time and in another institution, then you will pay the temporary disability sheet only if your organization was his main place of work.