Often, personnel leave the company forhis own will or in connection with a number of violations committed by him in the course of his activities. However, sometimes there are situations when it is necessary to reduce the staff in order to maintain the previous productivity. It is unprofitable for the employer to make out the above-mentioned reason for dismissal in accordance with the articles of the TC, since huge payments to the employee are expected upon reduction. Unfair leaders look for other ways of resolving the issue, which often leads to scandals.
So, if an employee is legallyliterate person, then any attempts to deceive the leadership will not succeed, because payments to the employee in the reduction are carried out without fail. It should be understood that the staff reduction procedure should be justified and carried out according to the strict statutory plan. If the enterprise decides to liquidate the organization, and if maintaining the performance indicators at an acceptable level requires the dismissal of employees of a certain category, then management is required to notify in advance all plans for such plans. And it is not enough to put an advertisement on the general information board, you need to familiarize everyone with the order or order personally. This fact is recorded in a separate journal, where all employees are signed. In addition, every person should know that the authorities can not simply dismiss a conscientious employee, in return the head is required to offer a different position, corresponding to education and work experience. Unfortunately, most citizens do not even suspect the existence of such an article in the Labor Code of the Russian Federation. And the owners of enterprises and firms do not want to assume additional responsibility, so they do not ignore the aforementioned principle without a twinge of conscience.
So, the director reported on the planned reductionstaff for two months. Now the staff knows what to expect, so they can be interested in available vacancies. Many companies offer to document their application on their own. This is due to the reluctance to bear the additional costs that are assigned to each employee when the redundancy is being carried out. Payments after the announcement of the official decision must be made three more times. Two wages are laid for actually worked months, and the third payment is called a severance pay. Its size is not less than the average monthly salary.
As mentioned above, the employee hasthe opportunity to find a vacant position within two months. As a rule, many companies are ready to accept qualified specialists. In this case, the employee writes a statement that he does not object to the early termination of the employment relationship. However, he is not deprived of the right to receive payment to the employee upon reduction. Its size is calculated from the number of days left before the date of planned dismissal and the average monthly salary. If the employee has been dismissed and a new job can not be found, it is necessary to register with the state employment service no later than two weeks. Then he will be able to officially claim payroll for the second and third month of work.
