Preparing for layoffs?
Before to proceed to the analysis of this, moralityno unpleasant, legal aspect, I would note that the advice contained in this article may help companies do not die, stay active in the process of restructuring and reducing turnover.
In response to the crisis, many leaders of integratedany forced to think about reducing their speed. This actually means a decrease in the forced reduction in staff of their dismissal. In connection with the heads of companies may be interested in how to prepare the company and minimize the associated problems. & Nbsp;
Initially, you need to pay attention to the issue of bringing up the duties and responsibilities of staff. This applies to each employee separately, not to impoverish the duties on any grounds, for example: managers. Try to clearly express dutyof each employee. Once drafted the responsibility of their desirable to reflect the employment contract.
At the preparatory process does not end there. You must designate responsible for the discipline (such designation may be a persons request and is not disclosed)
Let's see what we get: the enterprise has entered into an agreement with each member of the staff and periodically by a acts, records disciplinary staff. The existence of these acts do not necessarily inform the employeeat. An employee need only recall (preferably in the presence of staff) in the case of disciplinary violations, for example delay, you need to write an explanatory note, it would avoid a violation of Article ch.1. 149 Code of Ukraine on the job «Before a disciplinary sanction employersspruce or its authorized body shall require the violator of labor discipline written explanation ». If the worker to write an explanation would not, it's not terrible, the most important preventable.
Due to the fact that the employment contract you have with workersICOM will be held for a formal nature. Many people do not pay attention to items such as: transfer of the documents in the office ... .... Carried out only after written sighting direct supervisor. Thus, depending on the specifics of the company, at the hands of the employerselya a significant evidence of a breach of employment contract.
When a bad decision would be taken to reduce staff, you are ready to negotiate. Leader to offer (explaining to him that the problems existing in the economic marketsituation) to part peacefully, as in the case of the crisis once again to unite to achieve common goals. Well, if able to reach agreement and will choose an acceptable form of dismissal of their own volition or in extreme cases by agreement between the parties. If the employee does not want to accept, Mr.but this case you will have to indicate the current risk of dismissal for breach of labor discipline, or breach of contract of employment. Moreover I would like to note that in the case of the correct documents disciplinary nature that Bute is absolutely legitimate totermination of benefits.