If you have a child and you want to quit work, the current labor legislation provides such a right. The dismissal procedure for child care has some features that are important to observe.
1
Write a standard application for dismissal at your own accord addressed to the company's head. In the text of the application, include the wording: "Care for a child up to 14 years old."
2
This reason does not exempt you from stopping the performance of working duties on any day. Let your employer on the termination of the employment contract for a period of not less than 14 days before leaving work, as provided for by the Labor Code. Such a period is necessary that another employee can find in your place. If you want to quit before, you can specify this in a statement, but the decision will remain behind your supervisor. He can go to meet you and put a mark on mandatory two-week workout. For dismissal before this period, additional circumstances are required like moving, admission to the university or to military service. The final list of reasons in the Labor Code is not registered, so the decision on an urgent dismissal is made in coordination with the authorities in each individual case.
3
If you have a disabled child, then specify this fact in the application. That is, the reason for dismissal will be "to care for a disabled child." Then the statement does not necessarily indicate, until what age is you planning to care. The application will have to attach a medical document confirming the disability of a child if this information is still missing in the company's personnel service. When dismissal for this reason, the employer cannot insist on working for a period of two weeks.
4
Curved by the head statement must be transferred to the company's personnel department. When drawing up an appropriate entry in the employment book, make sure that the correct reason was indicated - to care for a child up to 14 years or a disabled child. The presence of this wording will give you a number of advantages in the future. For example, when contacting the labor exchange or in employment service, you can count on an increased amount of appointed unemployment benefits and for a longer payment period.
5
Many women are concerned about the issue of preserving the work experience with this option of dismissal. Until 2007, there was a continuous work experience before the fourteenth anniversary of the child. To date, the parent does not receive such a right.
6
You can also not count on saving the workplace in the company. Unlike childcare leave up to 3 years, you are no longer a company employee.
Work at many takes away a sea of \u200b\u200btime and strength. If the material state of the family allows, there is nothing galloping that all its energy you will send to raising children.
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