Dismissal at own request without work with a child under 3 years old in 2020

Dismissal to care for a child under 14 years of age

Let's turn to practice. As a rule, if the mother decides to quit without leaving the vacation given until the child turns three years old, the employer meets her halfway and does not require her to go to work for 2 weeks to work off. This is due to the fact that her position is already filled by a temporary employee and does not need to be replaced. If the mother is already fulfilling her work duties, then the employer will not let her go without working, since he needs to find a new employee.

Most often, mothers take care of children, so we will omit cases where fathers have the right to special treatment. If a father takes on the responsibility of caring for a child or becomes a single parent, then he has exactly the same rights as a mother in similar circumstances.

Availability of benefits upon dismissal from work of employees with minors

Up to 14 years old

A single mother (or single father) cannot be fired if the child is under 14 years of age. You can find out more about the dismissal of single mothers in our material.
The rules concerning parents also apply to the sole breadwinners of children under 14 years of age.

In addition to the ban on unjustified dismissal, the law also provides additional benefits for persons with children under 14 years of age. In particular, the introduction of part-time work is provided for them at their request.

There are exceptions to the ban on dismissal. Even these categories of employees are fired if:

The employer (organization or individual entrepreneur) is liquidated.
An employee who has already received a disciplinary sanction has violated his duties under the employment contract twice or more.
The employee committed a one-time, but gross violation of discipline (for example, absenteeism, showing up drunk, etc.).
When applying for a job, the employee falsified documents.
Facts of physical or mental violence on the part of an employee against a student or student have been confirmed.

You can find the nuances of dismissal of women and men with a child under 14 years of age in a separate article.

From the video you will learn what benefits and guarantees mothers with children under 14 years old have:

Mothers and fathers of many children

Note! If the staff has more qualified employees, benefits for parents with many children do not apply.

However, you need to remember that for families with many children, the benefits provided for parents of young children also apply. In particular, if the employee is a single parent and one of the children is under 14 years of age, he cannot be fired or made redundant.

There is more information about the dismissal of parents with many children here.

If a woman or man has disabled children

The following categories of employees are not subject to dismissal (except for the liquidation of the organization or the commission of guilty actions):

parents whose children have disabilities;
the only breadwinners for such children, even if they are not their parents.

Pregnant

Can a pregnant woman be fired?

If the employer goes into liquidation.
If the employee is employed under a fixed-term employment contract instead of another employee, the employee has returned to work, and the employer does not have any suitable vacancies for a pregnant woman.

In all other cases, women on maternity leave cannot be fired. They also cannot be fired within a week after the pregnancy has ended for a reason not related to childbirth (abortion for medical reasons, miscarriage, etc.).

You will find more information about dismissing a pregnant employee here.

Maternity mothers and parents with children under 3 years old

The term “maternity leave” no longer exists in current legislation. However, in practice, going back to the times of the USSR, this phrase refers to two different types of vacation:

For pregnancy and childbirth.
To care for a child until he is 3 years old.

The first case is mentioned above. As for the dismissal of those who are on care leave, they can be dismissed only if the temporary employment contract has expired or the replaced employee has returned to work ahead of schedule.

On a note. In cases where an employee (or an employee - not only women can take care leave) has already left maternity leave early, she is also entitled to benefits.

She can be dismissed only in the following cases:

At your own request.
By agreement of the parties.
Upon complete liquidation of the employer.
For committing guilty actions (absenteeism, disclosing official secrets, providing false documents, etc.).
When an employee who was replaced under a fixed-term employment contract returns to work.

More details about the dismissal of a maternity leave can be found here.

Is it possible to make mothers redundant after maternity leave?

Regarding dismissal after maternity leave, there are two main points to consider:

Until the child is 3 years old, benefits apply

It does not matter whether the employee (or employee) is on vacation, the age of the son or daughter is important. After the child has celebrated his third birthday, general rules begin to apply, with additional rules applying, for example, regarding benefits for single parents.

How to quit without working time if you have a child under 14 years old in 2020

Unlike prenatal and postnatal maternity leave, which is provided exclusively to pregnant women and young mothers, fathers, grandparents and other relatives can take parental leave. It is also acceptable that part of the leave is cared for by the child, for example, by the mother, and part by someone close to you. Moreover, the recipient of the benefit is always the same person!

To avoid working time, you can use the right to leave, if available. After its completion, you can demand dismissal on a general basis and thus solve the problem.

Who is considered a mother of many children?

At the legislative level, it is established that mothers of many children are women who are raising 3 or more children who have not reached the age of majority. At the same time, children can be born by the woman herself or adopted, which will be confirmed by the relevant document.

Any mother of many children must confirm her status. To do this, you need to obtain an appropriate certificate issued by the social security authorities at the place of registration. In this case, it is necessary to take into account a number of nuances:

in some regions of the country, only those women who are raising at least 4 children can receive the status of a mother of many children;
in some regions, the certificate has a limited validity period, so it will need to be renewed regularly;
when moving to another region, a woman will need to go through the procedure for obtaining a document again;
if a family lives permanently abroad, then it is not recognized as having many children;
if, after the divorce, some of the children live with their mother, and the other part with their father, then the woman will be denied a certificate.

The certificate received by a woman is the main document that can confirm her status and right to receive additional benefits.

It is important to know! If for some reason the mother does not have this document, then she must provide the organization’s human resources department with copies of each child’s birth certificate and a copy of the passport with the page on which the children’s information is indicated.

Dismissal Without Work If There Is A Child Under 14 Years Of Age

Dismissal at the initiative of the employee or employer during the probationary period (Article 71 of the Labor Code of the Russian Federation). In this case, the initiator of dismissal must notify the other party in writing (i.e. write a letter of resignation or sign a dismissal order) three days before the date of dismissal.
Dismissal under a concluded employment contract for a period of up to two months (Article 292 of the Labor Code of the Russian Federation), incl. upon liquidation of an organization or reduction of staff. The notification procedure is the same as in the first case.
Dismissal of seasonal workers (Article 296 of the Labor Code of the Russian Federation). The right to a three-day period in this case applies only to the employee. The employee is obliged to notify the employer in writing three calendar days in advance. If the decision is made by the employer, he is obliged to notify the employee in writing against signature no later than seven calendar days in advance.

Article 80 of the Labor Code provides for the possibility of dismissal without service if further work is impossible due to valid reasons. The circumstances due to which you can quit without working for two weeks are as follows:

Is it necessary to work two weeks when quitting a job of your own free will in 2020?

Let's assume that a person works in an enterprise or is hired by an individual entrepreneur, and at a certain point reaches retirement age. Here he has the right to both resign and continue to work. He can resign later, at any time convenient for him. It must be remembered that the manager does not have the right to initiate his dismissal.

Part-time workers and disabled people are exempt from working. There is no need for additional documents; the personnel officers have them.
A single mother with a child under 14 years of age, or a woman in whose care there is a child (or relative) with a disability, or a pregnant woman, are dismissed without work.
A woman who has a child under 3 years of age, regardless of her marital status, has the right not to work for 2 weeks upon dismissal. Parents with many children, with 3 or more children under 16 years of age, also enjoy this right.
If you have signed a seasonal contract or any other contract for 2 months, or are on a probationary period, then you are required to notify of your intention to quit 3 days before the expected date. In this case, the work lasts no more than 3 days.

Dismissal without work

I want to resign for family reasons without working off, but the director forces me to work off! In our conversation, I said that I have a minor child and I have the right to quit one day! Then when she saw me she said that if I didn’t go to work, she would fire me under the article! Does she have such rights? What should I do? Thank you very much!

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Excuse me, but what rule of law did you refer to when telling the director that you “have the right to quit in one day”? The only norm of the Labor Code of the Russian Federation that provides guarantees to certain categories of persons with family responsibilities upon termination of an employment contract is the norm of part four of Article 261, but it clearly does not apply to you, because it states:

Dismissal of a large family due to reduction

If there is a reduction in staff at an enterprise, then a mother with many children is not insured against dismissal. But she should know that there is Art. 179 of the Labor Code of the Russian Federation, which states that employees raising children have the right to preferential retention at work. This also applies to women raising 3 or more minor children. The employer must form a commission to identify employees who have the right to preferential retention in the workplace. That is why all documents confirming the “preferential” category of a given employee must be kept in the employer’s human resources department.

The employer must also comply with all personnel nuances. The employee must be notified 2 months before the upcoming events, and also be offered all the vacancies available from the employer that correspond to her qualifications, level of education and work experience. The employer must offer vacancies until they run out. When this happens, the employer has the right to offer her lower-level and lower-paid vacancies.

Vacancies are offered in writing. The employee signs the notice. If she refuses the proposed vacancy, she must write the word “refusal,” but if she agrees, then write “agree.” If the employee does not agree to any of the proposed vacancies, this will be grounds for terminating the employment contract with her.

Termination of an employment contract with a mother of many children on the grounds of “redundancy” is accompanied by the accrual of generally accepted payments to her:

wages for the time actually worked from the beginning of the calendar month until the date of termination of the employment contract;
compensation for unused vacation;
severance pay for 2 months, calculated from the average monthly earnings of this employee for the last year;
if she decides to leave on her own (that is, on her own initiative) after receiving notice of staff reduction, then the employer must pay her severance pay in the amount of 3 average monthly salaries;
If, after two months from the date of dismissal, the employee does not find a new job (but at the same time officially registers with the employment center at her place of residence), the employer must pay her benefits for the 3rd month.

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If the position occupied by an employee with many children is being reduced, and not the number of employees, then the employer must offer her any vacant position that is available at the enterprise, regardless of the level of education and qualifications. The only condition is that the position must be suitable for her health.

If a woman accepts the employer’s offer and transfers to a lower-paid job, then for one month after the transfer, her average monthly earnings from her previous position will be retained. This is an additional supportive measure. The employer is obliged to comply with all stages of the dismissal procedure for a mother of many children. Otherwise, she can file a claim in court and challenge her dismissal. The employer will be obliged to return her to her previous place with the same salary (and if the position is reduced, then restore her to the staffing table), pay for forced absenteeism, and also compensate the dismissed employee for moral damages.

An employer cannot lay off an employee with many children while she is on legal leave to care for a child. But it can be done legally when the child turns 3 years old and the woman goes to work. If a woman believes that her employer violated her rights during layoffs, she can contact the labor inspectorate, the prosecutor's office or the court.

How to quit without working for two weeks, step-by-step instructions

If an employee does not want to “get on his nerves,” he can calmly work out the allotted time and quit. But there is another option - self-defense of your labor rights. That is, he can sue the employer. The main disadvantage of this method is that the process can last several months. This is inconvenient for either side. Therefore, it is worth looking for options for a peaceful solution to the problem. What can the employee do? He can offer a replacement in his place, that is, a competent employee who wishes to begin work duties on the day of dismissal. If the employer is satisfied with this option, he will make concessions and let the resigning employee go without work. But if no measures help, then the only option left is to solve the problem in court.

An employee can resign in one day by agreement with the employer, and if the reasons mentioned above occur. The employee writes an application and receives a paycheck and work book on the same day. In addition to the above reasons, the collective agreement may specify additional circumstances for dismissing an employee in one day. If the employer does not believe that the circumstance that has occurred is grounds for dismissing the employee in one day, the latter can apply to the labor commission or to court to protect his rights.

How to confirm the status of having many children with your employer.

Expert opinion

Lebedev Sergey Fedorovich

Practitioner lawyer with 7 years of experience. Specialization: civil law. Extensive experience in defense in court.

To take advantage of the benefits associated with maintaining a job, a citizen must provide the employer with information confirming his status.

This is important to know: How to write a letter of resignation without work: sample 2020

Based on the information received, the organization makes an appropriate decision.

Documents for confirmation:

children's birth certificate;
marriage registration certificate;
certificate of families with many children, confirming the fact of raising three or more minors (can be obtained from the OSZN at your place of residence);
documentation indicating that the employee is the sole breadwinner in the family (certificate establishing the disability group of the spouse, registering the latter as unemployed, etc.).

Dismissal without work if there is a child

In accordance with Part 3 of Art. 80 of the Labor Code of the Russian Federation in cases where an employee’s application for dismissal on his initiative (at his own request) is due to the impossibility of continuing his work (enrollment in an educational institution, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of a collective agreement, agreement or employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee’s application.

Most people sooner or later want to change their job. There can be many reasons, from unsatisfactory salaries to strained relationships in the team. Therefore, every employee should know what voluntary dismissal is, as well as how to quit without temporary losses.

Statement

The header of the document consists of the name of the organization, the name of the manager or other responsible person, and the full name of the dismissed employee. Next, indicate the personnel number and position of the initiator of the application.
The title of the document is written in the middle.
The body of the document consists of a request to dismiss a person at his own request from a certain date. Additionally, you can specify an article of the Labor Code of the Russian Federation.
At the end, a signature, transcript and the current date of writing the application are placed.

Can I quit my job without working? (I have a child under 14 years old)

Good afternoon. You must give your employer 14 days' notice of your intention to resign. It is not necessary to work at this time, but you can, for example, go on vacation and quit on the last day of vacation, or on sick leave, but you simply cannot not come, otherwise you will be fired for absenteeism.

According to Article 80 of the Labor Code of the Russian Federation, the Employee has the right to terminate the employment contract by notifying the employer in writing no later than two weeks in advance, unless a different period is established by this Code or other federal law. The specified period begins the next day after the employer receives the employee’s resignation letter. (as amended by Federal Law No. 90-FZ of June 30, 2006) By agreement between the employee and the employer, the employment contract can be terminated before the expiration of the notice period for dismissal. In cases where the employee’s application for dismissal on his initiative (at his own request) is due to the impossibility of continuing his work (enrollment in an educational organization, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts, containing labor law norms, local regulations, terms of a collective agreement, agreement or employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee’s application.

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Dismissal if there is a disabled child

The current legislation does not yet have a separate article that would describe the dismissal of an employee caring for a disabled child.

As in other cases, an employer cannot independently fire an employee who is caring for a disabled person.

But there are exceptions to this situation. In accordance with Article 78 of the Labor Code, dismissal is possible by agreement of the parties.

This is often used by employers who want to get rid of “problem” employees who are entitled to benefits and additional payments.

The employment record of an employee who submitted an application of his own free will indicating the reason (caring for a disabled child) must include information and circumstances of dismissal.

If there is a record “dismissed at his own request due to the need to care for a disabled child,” a person has the right to receive money from the state budget for the maintenance of the child and the purchase of medicines for him.

In addition, all benefits and allowances specified in the law will be provided.

According to Article 79 of the Labor Code, an employer may terminate an employment contract with an employee on its own initiative if it was concluded to perform a specific amount of work or for a specific period.

It is worth noting that the period of caring for a disabled child until he reaches the age of 18 is included in the work experience of the person who is caring for him.

This information is specified in the Federal Law “On Labor Pensions in the Russian Federation”.

This means that a parent or guardian who leaves work voluntarily due to the need to care for a disabled child has continuous coverage.

How to quit without working time if you have a 5 year old child

Article 38. Termination of an employment contract concluded for an indefinite period at the initiative of the employee. An employee has the right to terminate an employment contract concluded for an indefinite period by notifying the owner or his authorized body in writing two weeks in advance. If an employee’s application for resignation from work at his own request is due to the inability to continue working (moving to a new place of residence; transfer of a husband or wife to work in another area; admission to an educational institution; inability to live in a given area, confirmed by a medical certificate; pregnancy; caring for a child until he reaches the age of fourteen or a disabled child; caring for a sick family member in accordance with a medical report or a disabled person of group I; retirement; hiring by competition, as well as for other valid reasons), the owner or his authorized representative the body must terminate the employment contract within the period requested by the employee.

If an employee, after the expiration of the notice period for dismissal, does not leave work and does not demand termination of the employment contract, the owner or a body authorized by him does not have the right to dismiss him based on a previously submitted application, except in cases where another employee is invited to take his place, who, in accordance with the law, cannot be denied an employment contract.

Dismissal of mothers of many children at the initiative of the employer

In addition, an employment contract with a mother of many children can be terminated at the initiative of the employer. This can happen if the following reasons exist:

inadequacy for the position she occupies. Dismissal on this basis can only be based on the results of certification. The employer cannot independently determine that this particular employee does not correspond to the position she occupies;
the employee, without a valid reason, evades the performance of her direct duties;
absenteeism, that is, her absence from the workplace without a good reason for more than 4 hours in a row;
the employee came to work in a state of alcohol or other intoxication. This fact must be certified by a doctor, and not by the employer himself;
the employee disclosed information that is a trade secret. At the same time, the enterprise must have a provision on trade secrets, and the employee must be familiar with it, that is, she must have signed;
the employee violated labor safety standards, which led to injuries or other serious consequences;
committed theft in the workplace or caused intentional damage to the employer’s property. This fact must be proven not only by the employer, but also by the competent authorities;
the employee has lost the trust of the employer. It is possible to terminate an employment contract on this basis only with certain employees. For example, with cashiers and storekeepers, that is, with financially responsible persons. But the list of those guilty actions that lead to loss of trust is not established by law;
committing an immoral act if the work of a mother of many children is related to the upbringing or education of children;
submitting false documents to the employer.

In order not to fire an employee with many children “under the article”, the employer can offer her to resign by agreement of the parties or of her own free will. This option usually suits both parties. The employer is exempt from completing a lot of paperwork, and the woman receives a “clean” work book.

How to properly resign to care for a child under 14 years old in 2020

Based on the Labor Code of the Russian Federation, every employee who cares for a child under 14 years old can resign only at his own request. This applies to dysfunctional families in which one parent raises and feeds the entire family. In the case of employees who raise disabled children, this right is valid until the youngest member of the family comes of age.

Multiply the length of maternity days off by 140.
Divide the amount of paid vacation days by 12.
Add the resulting two numbers to each other.
Average earnings are multiplied by the resulting number of legal vacations and maternity days off.

Is there a benefit after dismissal?

First of all, resigning employees are entitled to compensation for unspent vacation days. It must be given to the employee on the day of dismissal.

This rule applies even if the employee submitted the application after vacation.

Based on part 1 of Article 127 of the Labor Code of the Russian Federation, the employer calculates the amount of compensation for vacation that the employee did not use.

The amount of benefits paid is calculated based on the average salary for the last year and the number of unspent vacation days.

To accurately calculate the number of unused vacation days, the employer takes into account:

work experience;
days that were used during the layoff period;
number of days provided after dismissal.

The vacation period is taken and correlated with the days the employee worked. Calculations are made as follows:

The duration of maternity days off is multiplied by 140.
The total number of paid vacation days is divided by 12.
The resulting numbers are added together.
The resulting number of maternity days off and legal leave are multiplied by the employee’s average monthly earnings.

There are cases when the amount of compensation is calculated incorrectly and as a result the employee receives insufficient benefits or does not receive it at all.

Therefore, those resigning are advised to independently calculate what compensation they are entitled to. In order for the calculation to be correct, you should enlist the help of a lawyer or attorney.

The second benefit that employees who quit to care for a three-year-old child can receive is a benefit from the labor exchange.

After dismissal, a person can register and receive benefits for a year.

One of the decisive moments when benefits are calculated is the reason for dismissal.

If the work book says that the employment contract was terminated by agreement of the parties, payments will be accrued from the first month after registration.

If a person quit of his own free will and this is indicated in the employment contract, benefits will begin to be paid only after a few months.

Is it possible to quit without working?

First, a little more theory. The working period is 14 days; it is counted not from the moment the resignation letter is written (and, what is important, signed by the manager!), but from the next day. You only need to count calendar days, regardless of the number of work shifts in this period.

However, what to do when it is necessary to quit without working for two weeks, but the management does not want to delve into the essence and enter into the position of the employee? So-called special circumstances can provide compelling reasons. You will need to describe them in the application and be prepared to provide evidence or documentary evidence. Here you must also indicate the desired period of dismissal. If the employee’s demand remains unanswered after filing such an application, he can go to court.

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Accounting info

A written response is required in case of disagreement. The notorious 14-day notice period for dismissal is used for a reason. After all, it is necessary to find a replacement for the departing employee and carry out the transfer of affairs and all settlements with him.

2. You can also propose to the employer to fire you by agreement of the parties (Article 78 of the Labor Code of the Russian Federation). With this option, all conditions for dismissal can be reduced to two words - “As agreed.” You can agree on the timing of dismissal, you can bargain for your severance pay, you can negotiate other conditions related to termination of the employment contract

Dismissal to care for a child under 14 years of age

Until 2007, there was a practice, especially in government agencies and budgetary structures, that, after resigning to care for a child under 14 years of age, an employee retained her work experience. As of 2014, there is no such right to maintain seniority. However, situations in life are different, and it happens that there is simply no one to sit with the child, and he needs additional care, training, and health improvement.

After the application is submitted, the employee must still work at the enterprise for the required period, which is 2 weeks. This requirement is established for a reason. In two weeks, the company will be able to make a full settlement with the employee, as well as select a new employee for this position.

Dismissal procedure

If a mother of many children herself needs to terminate the employment agreement, then dismissal is carried out according to the standard procedure:

a woman writes a letter of resignation in free form, if the organization has not developed its own form, addressed to the director. The document requires indicating the request for termination of cooperation and the date of the desired dismissal. At the end of the application there must be the date of its creation and the signature of the applicant. It is better to prepare the document in two copies. You can submit it in person to the HR department or by mail. This must be done 2 weeks before the desired date of care. If a fixed-term contract has been concluded with the employee or she is undergoing a probationary period, then you need to notify her 3 days in advance;

the manager issues an order in the T-8 form. Since 2013, it has not been mandatory, which allows companies to develop their own forms. After publication and registration, the document must be familiarized with the employee against her signature;

The responsible person prepares all necessary documents.

After full settlement with the employee, the employment agreement between the parties is terminated.

How does the dismissal of parents with a child under 14 years old happen in 2020?

The exact name of the organization, be sure to indicate its legal form.
The position of the manager and his last name, first name and patronymic.
Your personal data: Full name, division of the enterprise and position.
The date from which the employee wants to stop performing her job duties.
Grounds for dismissal.
Signature and date of the document.

While an employee is caring for a child under three years old while on vacation, the law protects her. As already mentioned, it is impossible to fire her at the initiative of the employer. However, situations often arise when a mother cannot work in her previous position:

Dismissal of people with many children at their own request

A mother of many children can resign of her own free will and does not require any compelling reason. An employer has no right to restrict a woman’s right.

The dismissal of an employee with many children at her own request is carried out in the generally accepted manner. That is, a woman writes a statement in which she indicates her desire to quit her job. She also indicates the specific date from which she wants to terminate the employment relationship. Any interference by the employer in this process is regarded as an offense.

As already mentioned, the woman indicates the date from which she would like to quit. But this date should not be “closer” than two weeks from the date the application was written. This is the general procedure for dismissing all employees. These two weeks are called working off.

Upon dismissal of her own free will, the employee has the right to count on the following payments:

wages for those days that she actually worked from the beginning of the calendar month until the date of dismissal;
compensation for vacation that the woman did not use;
severance pay, if such a provision is enshrined in an employment or collective agreement. The employer may also pay benefits at its own discretion.

How to quit without working

An employee has the right to terminate an employment contract by notifying the employer in writing no later than two weeks in advance, unless a different period is established by this Code or other federal law. The specified period begins the next day after the employer receives the employee’s resignation letter.

In cases where the employee’s application for dismissal on his initiative (at his own request) is due to the impossibility of continuing his work (enrollment in an educational institution, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts, containing labor law norms, local regulations, terms of a collective agreement, agreement or employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee’s application.

07 Jun 2020 etolaw 286

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Calculation

On the last day, a full settlement must be made with the employee. On the last day, the woman must be given a work permit with a corresponding entry, which is made on the basis of an issued order to terminate the employment relationship. It is required to reflect the reason for the employee’s departure, corresponding to that specified in the order, with reference to Article 80 of the Labor Code of Russia. After completing the document, it must be issued to the employee, as evidenced by her signature in the work record book.

It is important to know! The woman may request additional documents. To do this, you need to submit an application in free form and send it to the HR department. All documents are issued on the last working day.

After the transfer of a working mother of many children, the funds required by law must be given, including:

wages for the period she actually worked;
compensation for a vacation that the woman did not want or did not have time to take advantage of;
compensation for previously unpaid sick leave;
other payments provided for by collective or other types of agreement, as well as by the regulations of the organization.

If a dispute arises between the parties regarding the amount of payments, the employer is obliged to transfer to the woman that part that is not subject to dispute. The second part is issued only upon reaching a general agreement or by court decision.

Sample of filling out a pay slip - front side

Sample of filling out a pay slip - reverse side

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