Labor legislation regulates the conditions for the emergence and termination of employment contracts, labor protection and rest regime, and also establishes various compensations due to employees upon termination of an employment contract.
Instructions
Step 1
In most cases of early termination of employment contracts, employees are entitled to dismissal compensation, the most common of which is compensation for unused leave, paid regardless of the reasons for dismissal. To receive this compensation, do not use the due days of the next vacation when dismissing.
Step 2
In a number of cases of dismissal of an employee, he is entitled to severance pay as compensation, the amount of which is his average two-week earnings.
Step 3
If you are called up for military service or do not want to move to another region when you change the location of the company, and also refuse to transfer to another job on the basis of a medical certificate or are recognized as disabled and, according to the conclusion of a medical and social examination, are disabled, then do not write a letter of resignation of your own free will … If you are asked to write such a statement, refuse. Then you will be dismissed in accordance with Articles 81 or 83 of the Labor Code at the initiative of the employer or due to circumstances beyond the control of you and the employer and receive severance pay.
Step 4
When liquidating your company or reducing staff, be sure to make sure that the order of dismissal and the work book contain a record of dismissal on these grounds. Then you will receive a severance pay equal to your average monthly earnings, and if you do not immediately get a new job, the employer will be obliged to pay you the average earnings for two months.
Step 5
If the employer wants you to quit, but has no grounds for your dismissal, suggest that the dismissal be made by agreement of the parties. The dismissal agreement can provide for a condition of compensation in the amount agreed by the parties.
