Tip 1: How to dismiss an employee on a fixed-term contract
Check the expiry dates of the employment contract on the occurrence of which fixed-term employment contract terminates. These terms designated at the time of conclusion of an employment contract and prescribed in the corresponding paragraph. Usually fixed-term employment contract complete its action after the amount of work performed or upon the release of the main employee. for which this workplace was retained.
Notifyemployee about the forthcoming dismissal in connection with the expiration of the urgent labour contract. The employee must be notified in writing three days prior to the expiration of such contract. In this form of labour agreement employee it is possible to fire, even if he is at this time to be on sick leave or on a holiday leave.
Grant the employee the day of expiration of the contract his labor book with a record of dismissal. If the day an employee is not at work, then you need to send him a notice in the mail. This notice specified that he must come to work and get the work book.
Will pay the employee for all necessary compensation benefits, according to the dismissal procedure prescribed in the labour code. These estimated benefits include: compensation for unused vacation and wages for previously worked days. If the employee is absent the day of dismissal, compensation benefits he may receive the next day. Preferably before the payment notify employee on the amounts that were accrued to him, in order to avoid further disputes and proceedings.
Give the employee on the day of his dismissal a copy of the dismissal order. At the request of the employee, he can issue a certificate of work, which indicates: specializationemployee. position, time of work and salary.
Employers accept employees for urgentagreement. The employee may be taken during the absence of a permanent specialist, for example, are on leave to care for a child. And after a certain time prescribed in the futures contract of employment, the employer is entitled to dismiss a fixed-term employment agreement of this citizen.
- forms of relevant documents, labor code, company seal, pen.
Personnel staff should notifyemployee. issued on a fixed-termagreement. on the date of its expiration. At the same time, they need to write such an alert and acquaint the citizen no later than three days before the expiry of the term of this agreement.
The employee is prompted to write a statement asking to dismiss him at own will in the name of the first person of the company. The employee signs it, and puts the date of writing. An application is made to the Director for resolution, in which he specifies the date on which the specialist is considered to be discharged. It coincides with the end date fixed-term employment contract.
The Director of the organization on the basis of statements of employee issues an order of dismissal, which is given a date and number. The document was signed first face of the company, sealed by the enterprise and bringing it to firing employee by painting.
In the workbook of a citizen of the HR managers put the number and leaving date in Arabic numerals. Details displays a link to the article 77 of the Labour code, according to which Express agreement has been terminated by the employee due to the fact that its validity has expired. In the grounds prescribed number and date of issuance of the order of dismissal of the head of the firm. With title and signature under the record in the workbook need to write not an employee of the personnel Department, and Director of the company is to put the seal of the company. Employee should be familiar with the record of the dismissal, the citizen puts his signature in the designated place.
If the citizen, issued on a fixed-term laboragreement. was not notified of the expiry of the term of such an agreement through the fault of the employer, he is considered to be working on an indefiniteagreement. Thisemployee the company has no right to dismiss, as the labor legislation was not observed.