For example, what is considered failure to perform work duties without good reason? This is failure to perform or improper performance. That is, when an employee, for example, violates the law, does not comply with internal regulations, ignores the requirements of orders, job descriptions, technical rules, evades the performance of duties specified in the employment contract, etc.
In order to fire an employee, it is necessary to convict him of the fact that he really did not perform his duties without good reason. This will be considered a disciplinary offense, accompanied by the imposition of a disciplinary penalty, and at the time of the next violation, this penalty must still be in effect.
How to properly fire an employee for repeated violations:
When the first offense is albania email list committed, impose a penalty. Several penalties can be imposed, one after another (acting strictly within the framework of the procedure for bringing to disciplinary responsibility, namely under Article 193 of the Labor Code of the Russian Federation), so that the repeated violations are clearly visible.
Detect the fact of the second violation. Make sure that the actions to bring to disciplinary responsibility were carried out correctly (within the framework of Article 193 of the Labor Code of the Russian Federation). That is, the fact of the offense is recorded, an explanatory note is requested, if the employee refused to write it within two weeks, this is also recorded, etc.
Draw up a dismissal order in the manner specified in Art. 84.1 and Art. 140 of the Labor Code of the Russian Federation. Clause 5, Part 1, Art. 81 of the Labor Code of the Russian Federation is indicated as the reason for dismissal. All that remains is to calculate the dismissed employee, having first familiarized him with the order.
According to the law, the period for removing a disciplinary sanction is one year. That is, in order to be fired for repeated violations, an employee must commit at least two such violations in a year (taking into account the one for which the dismissal will follow).
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Rules and techniques for dismissing an employee
Perhaps someone will be surprised now, but HR specialists believe that the main thing in dismissal is a well-constructed psychological approach. In particular, maintaining calm.
The less emotions, the better
The HRnext.com and BLR.com websites conducted special surveys on the topic of dismissals. Recruiters and HR employees who took part in them were unanimous in their opinion that the best time to dismiss is on Friday. The weekend gives the employee a chance to calm down and even look at the unpleasant moment a little differently. Do not drag out the conversation for more than 20 minutes. A longer conversation can turn into an argument, or you will involuntarily begin to console the subordinate. The ideal pattern for such a conversation: positive notes - an unpleasant moment - positive notes again. For example, at the end, give the employee an excellent reference. It seems like very simple techniques, but thanks to them, you will be able to do without unnecessary emotional experiences, that is, there will be fewer problems for both you and the one who had to be fired.
Replace working off the notice period with compensation payments
When choosing between two weeks of work and monetary compensation, choose the second option. When a person is forced to go to work for two more weeks, from which he has essentially already been fired, he may well, under the influence of negative emotions, begin to engage in sabotage. That is, to sow discord in the team and even steal valuable information. And two paid weeks will allow you to come to your senses and calmly start looking for a job. This way you will maintain normal relations with the person.