What number to dismiss?
Usually, the dismissal of an employee does not bring significant problems: the employee is considered dismissed after the number when he is dismissed. However, almost every employer at least once finds himself in a situation where it is not so easy to understand how many to dismiss an employee.
How to dismiss an employee
The usual case can be called one when you dismiss an employee, or he writes an application for dismissal at will.
In the first situation, the number of dismissal is the last working day of the employee. Thus, if you fire him on the 15th, on the 15th he still has to work, but the next day he is completely free.
In the second case, the employee must work another two weeks after the date of dismissal. But, there is one small snag: whether the employee wrote in a statement “I ask you to dismiss the 4th number” or “from the 4th number”. Although the second construction is not correct, some personnel officers allow you to write a statement like this.If an employee asks to dismiss him on the 4th, the 4th is his last working day. If he leaves the 4th day, the last working day will be the 3rd.
Dismissal and sick leave
More questions, how many to dismiss a person, the situation with the hospital. It can look different. For example, an employee got sick and his sick leave ends on the day of his dismissal. In this case, the employer is forced to pay the employee a sick-list and dismiss him on the day on which the dismissal is written, since, in fact, the person was listed as an employee of the enterprise.
It often happens that a sick-list ends after the date of dismissal and the employee demands that the date of the end of the sick-list be considered the date of discharge. In essence, such claims are illegal. Regardless of when the hospital ends, the date of dismissal should not be transferred, since this is not necessary. Please note that this rule does not work if an employee does not retire voluntarily.
Dismissal and vacation
Sometimes there are situations when an employee takes leave before his dismissal, which ends on the day of his dismissal.In this situation, the last day of vacation can be considered the day of dismissal, so the employee should not go to work. Of course, if he quits on his own will and you require a two-week job, he will be forced to work these two weeks. If the day of the dismissal is the next day after the end of the vacation, the employee will have to work out that day.
Dismissal and decree
Often, employees decide to quit during maternity leave, adding headaches to the employer: what number to dismiss an employee? In fact, you can dismiss a worker by the number indicated in the application. Thus, the dismissal will be in the middle of maternity leave.
Please note that you can only dismiss an employee who is on maternity leave if she writes a letter of resignation at will. That is, you cannot cut it for other reasons.