Trial period:

Article 21 KZoT allows an employer to set a trial period for new employees within three months. Terms at a trial period must be expressly expounded in Order about a reception on work, and also plugged in a labour contract. Certain categories are exempt from such trial periods.

If at the end of trial period you are not satisfied work of new employee, you must sign an order about his formal discharge.

A worker has no authority on the receipt of discharge pay, if он/она retires to expiration of this term. The other right and duties, stipulated in labour Code, however, are still applicable to the worker during a trial period. Moreover, labour Code avouches for a worker at a discharge right for a serve on an appeal in a district (municipal) court. In many cases is it is easy to let a worker to go away of own free will.

Remind: If you do not sign such order, and a worker continues work, he is automatically considered accepted on permanent work on the basis of labour contract.

Persons, not attaining 18 years, youths workers after completion of PTU, young specialists after completion of the higher and middle special educational establishments must not be exposed to the trial period. In addition, a trial period is not set at a reception on work in other locality, translation on other enterprise, in establishment or organization.

Stopping of action of contracts

After expiration of term of labour contract on condition that neither an employer nor worker legalistically did not make off labour mutual relations (presence signed an order or statement about a care), a contract is considered prolonged for indefinite term (Article 30).

Foundation for stopping of contract is expounded in the Article 29, п. 1-7, Articles of 31 and 32 (by a worker) and Article 33 (by an employer).

Temporaries and workings incomplete workday

Contracts can be signed for indefinite term, certain term to five years, or in a time of implementation of certain project (Article 17).

Temporaries and workings have an incomplete workday those right and duties, what workers at full employment. The unique distinction are a term of work or amount of clock in a week (and, accordingly, in a salary), that must be indicated in a labour contract. These terms must be expressly expounded in an order and contract, prisoner with a worker.

As well as for workers on full employment, stopping of contract with temporal and partly busy employees must be marked an administrative order.

Indemnification

Will define the level of indemnification beforehand. The salary of workers must correspond quality of their work; and in the case of leading positions of Company on the whole. For example, the employees of department of sales can get more low pay-envelope, than administrative employees, but here to get commissions and bonuses for the increase of volume of sales and bringing in of new clients.

Subcontractors

Contracts with subcontractors is the article of the Civil code; articles and positions, contained in them does not relate by him to Code laws on labour. Sledstvenno during work with subcontractors, employers must not give annual vacations and pay a manual by reason of temporal disability.