Termination of Employment


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Termination of Employment

 

in the USSR, the termination of the contract of employment. Under Soviet law, employment may be terminated by the employee or by management, as well as by certain other circumstances stipulated in the law. Employees have the right to end contracts covering an indefinite term of employment provided they give management two weeks written notice; at the end of this period management must return the employee’s labor book and settle all accounts with the employee. By agreement between the employee and management, the contract may be ended even before the expiration of two weeks. A contract of employment covering a specified period may be terminated on demand of the employee before the end of the period in the case of illness or disability preventing performance of the work covered by the contract; it may also be voided through violation by management of existing labor legislation or of the terms of the employment contract or a collective agreement or through other compelling circumstances.

Termination of employment on the initiative of management is possible only in certain cases, including those where an enterprise, institution, or organization ceases operation, where a cutback in personnel is required, where an employee is found to lack the necessary qualifications or to be physically unable to do his job, or where an employee regularly fails to perform satisfactory work, provided the employee has first been subjected to disciplinary measures or social sanctions. Other grounds for dismissal are absence from work without a valid reason (including appearing at work in an intoxicated state) and absence from work for more than four consecutive months through temporary incapacity for work (unless a longer term is established by law for the given illness or unless the incapacity derives from an injury or job-related illness). Also, an employee’s contract may be terminated by management if the employee previously occupying the position is reinstated. Dismissal is as a rule not permitted without the consent of the factory trade union committee.

Dismissal for reasons other than those cited above is illegal, and the discharged employee is subject to reinstatement.

The contract of employment may also be voided by agreement of the parties in connection with, for example, the expiration of the term of the contract, the conscription of the employee for military service, or the voluntary transfer of the employee to another enterprise or institution.

For certain categories of employees, there are additional grounds for dismissal, such as negligence carrying disciplinary liability.

References in periodicals archive ?
While the Fair Work Act 2009 abolished a significant amount of legislation installed under WorkChoices, the Fair Work Act 2009 introduced an easier process for small business to manage termination of employment.
For an AEI who elects COBRA during the special enrollment period, the end of the maximum COBRA coverage period that would have applied if the AEI had elected COBRA at the time of termination of employment.
1) If the event giving rise to healthcare-related termination benefits is a large-scale, age-related program (for example, a voluntary program of incentives for senior employees that results in early termination of employment by a significant portion of employees), the employer should segregate the benefits provided to terminated employees and their beneficiaries from those provided to active employees for measurement purposes and should project the employer's expected future benefit payments based on the projected total claims costs, or age-adjusted premiums approximating claims costs, for terminated employees.
She also should inform him of the consequences of his continued violation of the work rule: "Failure to be on time for your shift will result in further disciplinary action up to and including termination of employment.
Also, foreign national employees should be warned that any unauthorized access to restricted technical data would be grounds for immediate termination of employment.
All colleagues employed by Asda also know that theft in any form is not acceptable and will result in termination of employment.
For a notice of termination of employment to be valid,by reason of redundancy or for any other reason,it must either specify the date the contract will come to an end or provide sufficient details from which that date can be positively ascertained.
Notice - provided you have been employed for one month or more on termination of employment you are entitled to receive at least one week's notice.
On termination of employment, unused CTO must be paid in full at the higher of the final wage or the employee's average wage rate for the last three years.
Thirty-four staff at the town branch of the Computer Repair Centre (CRC) Group received notice of termination of employment this week.
The amendments will give workers a right to paid annual leave from their first day of employment, and a corresponding right to compensation for any untaken leave on termination of employment.
If this was never confirmed in writing however, and with the benefit of her having received the P60 for April 2000, your wife would have a claim for redundancy on the basis that the reason for the termination of employment was redundancy and not ill health.

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