Tip 1: How to fire an article for absenteeism
Find out the reasons for the absence of an employee. If the violator of discipline does not agree with the fact of dismissal onarticle "truancy", he may apply to the Commission for settlement of labor disputes. In cases where the case comes to court, the importance of the causes of truancy is a very strong argument in resolving the dispute. If the court finds the reasons of absence of the employee in the workplace respectfully, the employer will be obliged not only to restore dismissed in office, but to pay him the so-called "forced absence" — working days, calculated from the date of dismissal until the day of reinstatement.
If you decide to terminate an employment contract with an employee, prepare a set of documents for dismissal byarticle "Absenteeism": - an act on violation of labor discipline by an employee and an act on his refusal to sign (if necessary);
- Explanatory note of the employee who made absenteeism, in her absence - an act to refuse to provide explanations;
- a memorandum by the direct manager of the truant to the head of the entire organization about committing a violation of labor discipline with a detailed description of the incident;
- an order for disciplinary action against a staff member who has committed absenteeism;
- the order for dismissal on the relevantarticle .
Make a record about termination of the employment contract in a personal matter, a personal card T2 of a worker in a personal account. In the workbook, create the entry "Dismissed(a) for absenteeism, subparagraph "a" paragraph 6, part 1, article 81 of the Labour Code of the Russian Federation". Specify the number and date of order of dismissal.
Invite the employee into the service of the staff, the personnel Department or directly to the Director of the organization to review the text of the orders on the application of penalties and termination of the employment relationship. Failure of the employee to sign make it act in a free form.
Give out a labor book to the dismissed employee.