Discharge of own free will:

• A worker must hand in a writing application about the care of own free will two week prior to a supposed expiration of labour relationships date with an employer.

• An especially important value has pointing of date of discharge in a statement, and also resolution of director general, confirmative a его/ее consent with on discharging an employee with pointing of date

• An employer must publish an order about the discharge of worker with formulation of own free will with pointing of date of discharge two weeks later than date, indicated on the statement of worker.

• An employer can demand from a worker implementation of the duties during two weeks after advising about a discharge. However, this period can be brief on a mutual agreement.

• An employer must pay indemnification for untapped annual vacation. However, if vacation is spent to excess, then a sum for the spent to excess days can be retained from a worker.

Replacement of laying off a staff a grant the workers of the unpaid vacation

• There can one of methods of temporal reduction of fund of payment of labour be a grant the workers of the unpaid vacation. However, here the presence of statement on the grant of the unpaid vacation is especially important on behalf of worker. An employer has no authority to send a worker in the unpaid vacation only on the basis of order, produced Company.

• If a worker applies in a court, and writing statement on the unpaid vacation, signed a worker, not present, in this case an employer is under an obligation to pay a that period during which a worker was in the unpaid vacation.

Variant with the use of the Article 94 KZoT (halt of works or outage)

In this case an employer must pay no less than two third of salary, indicated in a labour contract.

Reduction of wage rates

• Reduction of wage rates behaves to the substantial change of terms of labour and makes a reservation in the Article 25 KZoT.

• An employer must advise an employee about forthcoming reduction of salary no less, what for two month.

• A worker has a right to consent or give up the offered reduction of pay-envelope. If a worker renounces reduction, an employer has a right to halt the action of contract in accordance with the Article 29, п.6 KZoT. In accordance with the Article 36 KZoT an employer also must pay a discharge pay in the size of the no less two-week average earning.

Reduction of amount of workings clock in a day and workings days in a week

• Reduction of amount of workings clock in a day and workings days in a week is regulated the Article 25 KZoT.

• An employer must advise workers about any changes of working hours no less what for two month.

• A worker has a right to accept or give up the changes of workings clock and workings days. In the case of refuse an employer has a right to halt the action of contract in accordance with the Article 29, п.6 KZoT. In accordance with the Article 36 KZoT an employer also must pay a discharge pay in the size of the no less two-week average earning.

• A separate order must be published administration with pointing of new labour time-table, duration of working day, and curriculum of work or duration of workweek.

• Payment of labour in this case is proportional the amount of workings clock.

• The guarantee of providing minimum monthly wages (the low-limit of payment of labour presently makes a 83 rub 49 cop.) spreads only on the workers of workings on a complete workweek.