Dismissal is often unknown.The natural desire for anyone - just know that tomorrow he will be left without work, and then you need some way to insure.
That dismissal translation often warrants termination.With proper design of a person is sure that a new job is waiting for him, no one else it will not be accepted.Calm guaranteed 64-th article of TK, according to which all employees are invited to work in writing (this transfer), the refusal to conclude a new agreement can not receive.That is what is the guarantee that if the new employer will be denied employment, raise the question of disqualification of the head and a large fine.True, there are specified deadlines and thirty days from the date of dismissal.Sick leave is not a reason for extending the period.In addition, the dismissal of transfer release from probation.This is based on the Labour Code, Article 70. More benefits dismissal transfer does not.But there are downsides.
dismiss an employee can not claim to leave, taking into account the terms of the previous work.Holidays should be appointed according to the law, after six months of work (continuous) in a new place.Unless, of course, the new employer will not agree to meet and provide early vacation.
Also, if you change your mind and decide to be transferred suddenly to pick up an application, you can not already do so.
As for the employer, that he does not care (which is financially) is to dismiss an employee.The only difference is in the design of various related documents.
Another thing, if the company loses, for example, the area of work, or self-destructs.There already is brewing downsizing.And this is - a substantial loss for the employer as a terminated employee will have to pay two (or even three) salary.Naturally, the dismissal will be transfer in this case, a Solomonic decision.
now about the design.The consent of both parties is required.This is perhaps the main condition.Paperwork will depend on the reasons for which the employee leaves the company.It may be requested (employee he asks for translation of the employer on the basis of an invitation to another employer that is fixed in the relevant application) or consent (under the arrangement, too, but without the initiative of the employee, but with its mandatory consent).In the latter case without the consent of the employee transfer is impossible.
employer shall consider the application and make a decision.The agreement confirmed the head of a visa to a statement, after which the personnel officer prepares an order (the dismissal of transfer).
If the employer does not support the initiative of the employee, then the employee affect (make) a positive decision will not be able to.He will have to resign will not transfer, and on their own, without the safeguards that would provide such.
After signing the order in the personnel department in the accounting calculation is made.
If we consider the dismissal of transfer without the initiative to work, to lay off employees must consent.Against his will shift to another employer is not possible, and make it are not eligible.
The transfer must always begin with a mutual agreement, as confirmed in a written agreement.Only after that the employee wrote a statement, which is signed by the employer.And only after that the personnel officer proceeds to the standard registration documents.
The order of dismissal should be given details of the agreement c attached statement officer.
