Employees are fired, and they go to court, are reinstated and demand millions in compensation. We talked to employment law attorneys about how to fire a bad expert permanently. The main mistake is the violation of the procedure. The Labor Code of the Russian Federation provides a multi-stage algorithm: official verification, the employee's opportunity to give explanations, delivery of the order, sending of documents and final payment. Courts may recognize dismissals as illegal due to procedural errors, explained Gennady Kuzmin, managing partner at MKM law firm. Violations of discipline must be registered systematically, added the lawyer of MKM law firm Anatoly Kabisov. The expert recommends familiarizing the employee with the schedule against a signature, drawing up a report for each delay indicating the exact time and two witnesses, receiving a report from the manager, requesting a written explanatory note and drawing up disciplinary sanctions against the employee known to him. About half of the reinstatement claims are related to forced layoffs. We are talking about a situation where systematic pressure is applied to an employee and intolerable conditions are created that force him to leave. If an employee declares that he wrote the request under pressure, the employer will have to confirm the wishes of the decision, Kabisov emphasized. Employees have become legally knowledgeable. They turn to the prosecutor's office and the labor inspectorate. Sometimes the intervention of these authorities results in the return of the employee without a trial, while paying wages for the period of forced absence and compensation for moral damage. Problems can arise even if you stop at your request. The employee may be exposed to compensation claims for his actions. The employer risks an appeal against the dismissal. The employee may claim that he was forced to write a statement and go to court. In labor disputes, it is easier for employees to defend their position.

Employees are fired, and they go to court, are reinstated and demand millions in compensation. We talked to employment law attorneys about how to fire a bad expert permanently. The main mistake is the violation of the procedure. The Labor Code of the Russian Federation provides a multi-stage algorithm: official verification, the employee's opportunity to give explanations, delivery of the order, sending of documents and final payment. Courts may recognize dismissals as illegal due to procedural errors, explained Gennady Kuzmin, managing partner at MKM law firm. Violations of discipline must be registered systematically, added the lawyer of MKM law firm Anatoly Kabisov. The expert recommends familiarizing the employee with the schedule against a signature, drawing up a report for each delay indicating the exact time and two witnesses, receiving a report from the manager, requesting a written explanatory note and drawing up disciplinary sanctions against the employee known to him. About half of the reinstatement claims are related to forced layoffs. We are talking about a situation where systematic pressure is applied to an employee and intolerable conditions are created that force him to leave. If an employee declares that he wrote the request under pressure, the employer will have to confirm the wishes of the decision, Kabisov emphasized. Employees have become legally knowledgeable. They turn to the prosecutor's office and the labor inspectorate. Sometimes the intervention of these authorities results in the return of the employee without a trial, while paying wages for the period of forced absence and compensation for moral damage. Problems can arise even if you stop at your request. The employee may be exposed to compensation claims for his actions. The employer risks an appeal against the dismissal. The employee may claim that he was forced to write a statement and go to court. In labor disputes, it is easier for employees to defend their position.