Companion dismissal. Step-by-step instruction. Legal regulation of voluntary dismissal of internal and external part-time workers

In the Labor Code of the Russian Federation, article 282 says that an employee with a main job, full-time, draw up contracts with external employers or internal for part-time employment. Establishment of working relations takes place on general conditions, and when dismissing, it is worth considering some features and nuances. We will talk in more detail about the specifics of the dismissals of part-time workers.

Voluntary dismissal of a part-time worker

One of highlights upon dismissal of the contributor, the contract concluded at the time of arrangement is considered. Its form and content is crucial, it is it that determines the final procedure for dismissing an employee. Companionship is formalized in two main ways:

Urgent TD, with a prescribed deadline for the relationship between the employer and the employee.
Perpetual TD.

In the first case, it is possible to dismiss a person at the end of the term, but with an indefinite TD, it is necessary to comply with all the parameters of the procedure prescribed in the Labor Code of the Russian Federation.

Grounds for dismissal of a part-time worker at his own request

You can dismiss a part-time job under Article 80 of the Code. For a person who combines several jobs, you can quit on a general basis. There are three types of grounds for the termination of labor interaction:

leader's initiative
on own will;
upon entering into a mutually beneficial agreement.

With internal combination, the termination of this activity does not mean an automatic departure from the main place.

Dismissal procedure

Employers are wondering how to fire a part-time worker at their own request? The interaction between the employer and the hired person must be formalized in accordance with the letter of the law. You need to dismiss an employee of your own free will according to the established scheme:

Get a statement from him at your own request.
Issue an order to carry out the procedure.
Familiarize the person leaving against signature with a notice.
Issue a work permit, if any. It is allowed not to make any records of part-time employment.
Calculate and issue compensation payments.

The employee is settled on the final working day under this contract.

Should a part-time worker work 2 weeks upon dismissal of his own free will?

The part-time worker should be dismissed on a general basis - the employee is obliged to notify the employer 2 full weeks in advance of his decision. It would be wrong to consider this time working off, because we are not talking about the employee's duty, but about timely notification. Article 80 of the Code stipulates cases in which it is possible to dismiss an employee within 3 days and allow him not to work the specified weeks. This is possible at the beginning of study at a hospital, going on a well-deserved rest, moving, or due to illness. The grounds will require documentary evidence for the employer.

Application of a part-time worker for dismissal at his own request sample 2018

The application is the document initiating the care procedure. That is what allows you to fire a part-time worker. Written by anyone convenient way, from a sample taken at work or on the Internet. The application must be written to the director on behalf of the applicant. In the text, it is important to indicate the reason - to dismiss of one's own free will. If there are no grounds for an early termination of the relationship, then the date can be omitted, because 14 days from the date of submission of the document will automatically be considered. If there are grounds, a date is set and the reason for leaving is justified. The document is secured with a signature.

Order for the dismissal of a part-time worker at his own request sample 2018

The order gives an official course to the application and translates the employee's initiative into specific action. The resolution allowing the dismissal of a combining worker must contain in its text:

Full name, position and number of the document on employment of the dismissed person.
Base.
Date of the end business day.

The order must necessarily contain the consent of the employee, in the form of a personal signature, which is obtained during the calculation. Following the described rules helps to avoid litigation and other disputes between the parties. Compliance legislative norms It is the basis of labor relations.

Part-time employment is a fairly common phenomenon, and is often used by the employer in practice. Employees hired under such conditions do not work full time, but only perform certain duties at a time when they are free from their main job. Compatibility can be external and internal. In the second case, this is the main and additional work in one enterprise. Labor relations of this category must be formalized.

Registration for work and dismissal of a part-time worker

The employer should not forget that the part-time worker has the same rights as all other employees. In this regard, registration for work or his dismissal should be carried out on a general basis. The first step is carried out in three stages:

drawing up and submitting an application containing a request for employment (an external part-time worker in the personnel department of the enterprise must provide a passport and a document on education);
signing an employment contract (fixed-term or open-ended) by the parties;
issuing an order stating that a person has been hired on an internal or external part-time job.

And remember that when applying, you do not need to provide an extract from the work book or a copy of it. Close attention should be paid to labor contract, it is his provisions that play a decisive role when the question arises of the dismissal of a part-time worker. Otherwise, the procedure will be the same as for the main employees.

The (labor) contract for part-time employees is the same as for the rest. It can be permanent or temporary. It is this point that is of great importance when dismissing. Having an urgent character, the employment contract must also have an end date - a calendar date or before the onset of a certain event, for example, the end of seasonal work or repairs. In the indefinite version, this should not be, it acts constantly exactly until the moment when the part-time worker is dismissed of his own free will. Let us dwell on the issues of termination of the contract (labor) in more detail.

What are the grounds for dismissal?

The answer to this question is the same - the same as for the main employees. Dismissal cannot be carried out during the period of vacation (regular or maternity, for example), sick leave. The date when the employment contract will be terminated, in this case, cannot be earlier than the end of these events. If an employee was hired for a certain period, then he can be dismissed only after its expiration and nothing else. There are, of course, exceptions, for example, disciplinary sanctions and violation of internal regulations, liquidation of the organization, but that's another story.

The dismissal of a part-time worker can be made in three cases:

at the initiative of the employer (change or reduction of the staff of the organization);
at the employee's own request;
by mutual agreement of the parties to the employment contract.

Voluntary dismissal

This is the right of any employee, and it must be drawn up in accordance with the legislation of the Russian Federation. The procedure is as follows: writing and filing an application, preparing and issuing an order, dismissal.

Very often, the employer raises the issue of a two-week working off. There is no such concept in the current Labor Code. The situation is as follows: the employee must notify the employer at least two weeks in advance. The period starts from the day following the submission of the application. The dismissal of the part-time worker and the main employees can be made earlier if the parties agree on this. And the second nuance is that a person is not required to be at the workplace within the specified two-week period. He has every right to take sick leave or go on vacation, and the terms of dismissal do not change and are not postponed.

Internal part-time worker: the subtleties of dismissal

The order is observed in general, but with small nuances. So, the dismissal of an internal part-time job does not mean the termination of the contract with him for the main position. Let's take a closer look. What is an internal collaborator? An employee of an organization who, in his own organization, during off-hours, i.e., free time, performs any other, additional duties. Dismissal as a part-time job is done by order with the obligatory indication of the reasons and grounds. The main position is not affected, it is retained by the employee. The reverse situation is also possible. In any case, an order must be issued for each of these actions.

Reduction of a part-time worker

Guarantees of labor rights are provided to employees on a par with the main employees, but duties too. Legislatively, the possibility of reduction is not excluded. Compliance with the established order is mandatory for execution. The dismissal of an external part-time job and an internal one for staff reduction is similar to that procedure in relation to the main employees. Namely, the employer is obliged to notify 2 months in advance that in staffing organizations will be amended (an order is issued about this). During this period, until the day of dismissal, the part-time job should be offered other vacant positions, if any. Free vacancies can be with lower pay, not so interesting and prestigious. You can refuse them, and then the dismissal of the part-time worker to reduce the state within the prescribed period is issued. The severance pay is calculated in the same way as for the main employees: when calculating (average monthly earnings) and for another two months if the person does not find a job during this period.

It is important to know that when reducing, there are no differences between the main employee or part-time worker, and discrimination of rights according to this principle is illegal. This assertion is confirmed and judicial practice. You can always file a complaint if you think your rights have been violated.

Dismissal of part-time workers at the initiative of the employer

In this option, the employment relationship can be terminated on a general basis. First, for repeated and gross violation internal labor regulations of the institution. Modern labor legislation provides for three types of disciplinary sanctions: dismissal, reprimand, remark. All of them can be applied, the main thing is to follow the procedure and deadlines (fixing the violation by drawing up an act, demanding explanations, punishment).

Secondly, the dismissal of an external part-time worker, even under an indefinite employment contract, is possible when another employee is found in his place, for whom this particular job will be the main one. It is important to know that the employer must follow a certain procedure. He is obliged to notify at least 14 days before the day of dismissal of the part-time worker in writing(according to article 288 of the Labor Code of the Russian Federation).

Thirdly, in connection with the end of a fixed-term employment contract in the event that the employer does not wish to extend it.

Calculation of severance

Regardless of the reasons for dismissal, the employee must be calculated on the day of his dismissal. The number of payments includes wages, compensations provided for by the collective and labor agreements, for unused vacation. On the same day, the employee is given a duly completed work book. We recommend that you always read the entries made in it, errors are common and it is better to correct them on the spot right away. Thus, monetary compensation upon dismissal of a part-time worker is similar to that given to the main employees. True, there is small nuances relating to annual basic leave. Let's dwell on this issue separately.

Vacation compensation

The legislator established that the vacation of an employee working part-time must coincide with that provided at the main place. Therefore, it is often provided in advance. This fact must be taken into account when calculating vacation compensation for a part-time worker upon dismissal. If there was an advance payment, then a deduction will need to be made for the overused days of the required annual rest. You can not take a vacation at an additional place of work, but take only monetary compensation is the employee's right.

Sample letter of resignation

NOTIFICATION

about termination of the employment contract

Dear Felix Petrovich!

We hereby inform you that, in accordance with Article 288 of the Labor Code of the Russian Federation, the employment contract No. 41 dated December 31, 2013, concluded between you and Vasilek OJSC, will be terminated on January 17, 2016 in connection with the employment of an employee for whom this work will be the main one.

CEO

JSC "Vasilek" /Signature/ V. V. Vasiliev

How to write an order for the dismissal of a part-time worker?

This document is filled out in the prescribed form, which should be in every personnel officer. Below is a sample of the dismissal of a part-time job in terms of some of the wording. The reason line indicates the reason in accordance with the article of the Labor Code of the Russian Federation. For example, Art. 288 (on the admission of an employee for whom this work will be the main one). Below, in the line "Basis (document)", the notification that was sent to the part-time job and the employment contract (date and number) are indicated. It is important to familiarize yourself with the order former employee in deadlines– 3 days from the date of its publication.

Employment book: what to write?

Entering information about part-time employment is carried out at the request of the employee at the main place of his work. But first of all, you need to write to the name of the boss personnel service or a specialist responsible for maintaining work books, a statement. It is written in free form. Approximately at following form: "I ask you to make an entry in my work book that I work part-time." The procedure for entering information is the same as when registering for the main place.

If an external part-time job is being issued, you need to be prepared to provide data from another employer. Namely: an employment contract and a copy of the order on its conclusion or an extract from it. In addition, ask the personnel department for a certificate confirming the part-time job. It must be signed by the head.

If there is a dismissal of a part-time job (internal), then an entry about this should also be made in the work book, the seal and signature of the responsible person are not put. This does not apply to the main position of the employee.

In the case of external combination, difficulties sometimes arise. Let's look at two situations. The first is when an employee leaves the main place and gets a job in another organization, where he was a full-time part-time job. In this case, the procedure will be as follows:

resign from the main place and make entries in the work book;
resign from a part-time job, while an order is issued that must be submitted to the main job and on its basis an entry will be made in the work book;
drawing up an application for employment and issuing an appropriate order.

The second common case is dismissal from the main place of work, but part-time work in another organization is preserved. Then only one entry is made in the workbook. If in the future a person decides to resign from a part-time job, then the organization in which he gets a job as a main employee will make a record of this.

The issues of part-time work in practice are extremely confusing. Therefore, it is so important to follow the procedure and rules for registering such an employee from the very beginning. Terms, grounds and compensation for the dismissal of a part-time job are the most common causes of disagreement. Prepare the documents correctly, this will help to avoid misunderstandings and possible litigation.

Application for resignation part-time - sample and explanations on how to fill it out can be obtained by the employee from the personnel department of the employing organization. Also, in the material we offer, answers are given to some questions related to the preparation of such a statement.

The procedure and grounds for the dismissal of a part-time worker

A part-time employee is subject to all labor laws and local regulations, with him, as well as with others, an employment contract is concluded.

The procedure for dismissing a part-time job also remains the same as for other categories of workers, and includes the following steps:

Drawing up an application (by an employee) or information letter(employer) of the intention to terminate the employment contract.
Layoff notice. The notice period, that is, the length of the working period, depends on the reason for dismissal.
Drawing up a dismissal order, issuing settlement payments, a work book and other documents related to labor activity worker.

In case of dismissal of his own free will, the employee must comply with the provisions of Art. 80 of the Labor Code, timely informing the employer in writing of his intention. However, the Labor Code also contains some additions regarding the dismissal of part-time workers.

An employment contract with a part-time worker can be terminated both at the initiative of the employer and by decision of the employee himself. At the same time, for part-timers, Art. 288 provides for an additional reason for dismissal - hiring an employee for whom this position will be the main one. In this case, the employer informs the employee in advance in writing.

NOTE! If an employee performs additional labor functions on the terms of combination according to Art. 60.2 of the Labor Code of the Russian Federation, that is, without concluding a separate employment contract, he has the right to refuse it at any time by notifying the employer in writing at least 3 days in advance. At the same time, refusal to combine cannot serve as a basis for dismissal of an employee.

Sample notice of dismissal of a part-time worker

Observing the rule on the advance warning of the employee about the upcoming termination of the employment contract, the employer draws up a notice in free written form. Its sample looks like this:

Notification

In connection with the recruitment of an employee for the position of a merchandiser of Ecotext LLC, for whom this work will be the main one, in accordance with Art. 288 of the Labor Code of the Russian Federation, we inform you that the employment contract No. 51 concluded with you dated February 12, 2016 will be terminated on October 15, 2016.

01.10.2016

Director: (signature) Selivanov P.A.

Part-time dismissal order, sample

The form of the order T-8 on the dismissal of employees was developed in 2004 and is still in use. Its use is also possible in cases of termination of employment contracts with part-time employees.

An employee of the personnel department must fill it out, indicating the following mandatory data:

full name of the enterprise;
registration number of the order of dismissal;
the date of the order;
the name of the document is “Order on termination of the employment contract”;
date of conclusion and registration number of the terminated contract;
date of dismissal of the part-time employee;
Full name of the dismissed employee;
Name structural unit where the employee worked;
grounds for termination of the employment contract with an indication of the article of the Labor Code of the Russian Federation;
registration data of the document serving as the basis for dismissal.

On the part of the employer, the document is signed by the head of the organization or another authorized person. After drawing up the order, it is mandatory to present it to the employee for review, after which he also signs the document.

Considering that the Labor Code of the Russian Federation provides an additional basis for the dismissal of a part-time worker due to the employment of another person to work as the main one, we will consider a sample order in such a situation:

IMPORTANT! In part 1 of Art. 373 of the Labor Code provides a closed list of grounds for the dismissal of an employee - a member of a trade union, requiring agreement with the trade union body of the employer, and dismissal under Art. 288 TC is not included in this list.

It is worth paying attention to the mandatory written informing of the employee about the upcoming dismissal in connection with the admission of another employee to the position as the main one. This must be done at least 2 weeks before the termination of the employment contract. The date of dismissal and the date of drawing up the order may differ.

Sample letter of resignation for part-time worker

Application for the dismissal of an internal part-time worker

If the internal part-time worker completely terminates the employment relationship with the employer, then the dismissal process takes place in general order established by the Labor Code of the Russian Federation. The Labor Code does not provide for the mandatory mention of internal part-time employment in an employee's resignation letter. Consider a sample application for dismissal in accordance with paragraph 5 of Art. 77 of the Labor Code of the Russian Federation (when transferring an employee):

Director of Ecotext LLC

Selivanov P. A.

Pitrenko L. S.

Statement

I ask you to terminate the employment contract concluded with me dated February 12, 2016 No. 51 and dismiss me in the order of transfer from Ecotext LLC to Agroimpeks CJSC on 10/15/2016. I am enclosing a letter of transfer to Agroimpeks CJSC dated 09/30/2016.

01.10.2016

Application for dismissal of an external part-time worker

We will separately consider the option of dismissing an external part-time worker. External are considered part-time workers who perform official duties at another enterprise during the time free from the main work. The work book of such an employee is kept by the main employer, while at the request of the employee, records can be made in it about labor activity and dismissal from part-time work. When such an employee is dismissed, the application must indicate the fact of part-time work.

The statement in this case looks something like this:

Director of Ecotext LLC

Selivanov P. A.

from a regional representative

Pitrenko L. S.

Statement

I ask you to dismiss me of my own free will from my part-time position as a merchandiser on 10/04/2016.

01.10.2016

Signature: (signature) Petrova L.S.

Making entries about dismissal in the work book of a part-time job

The procedure for making entries in the work book is approved by the Decree of the Ministry of Labor “On approval of the Instructions ...” dated 10.10.2003 No. 69. In accordance with it, all entries, including the dismissal of part-time workers, are made at the main place of work.

Please note that entries about part-time work are made at the request of the employee. An employee who plans to make an entry about the termination of an employment contract at a part-time job must take a document from the personnel department confirming the fact of employment and dismissal. The record of dismissal is made subject to the availability of a record of employment.

The procedure provides for an indication in the relevant columns:

Record numbers.
Dates of admission and dismissal.
Marks of part-time employment indicating the position, profession, specialty and qualifications of the employee.
Information about the document - the basis for the record (name, date, number).

Thus, part-time workers are subject to standard rules registration of dismissal, including writing an application, drawing up an order to terminate the employment contract and making an entry in the work book.

Does the employer have the right to dismiss a part-time worker without his consent in the absence of organizational, staff changes, guilty actions on the part of the employer?

I work as an internal assistant. New boss believes that all his employees should work only for a rate in order to fully devote themselves, so to speak, to work. In this regard, I was invited to a personal conversation with the boss, where I was told that from February 01 of this year, an additional burden was removed from me.
Today is February 1st. I have not yet signed any dismissal order, but still I have a question, can a part-time worker be fired without his consent? I did not commit any guilty actions, I do my work in good faith, I have no disciplinary sanctions.

Of course, the employer can terminate the employment relationship with the part-time worker own initiative. But for this there must be sufficient grounds provided for by the Labor Code. Russian Federation(hereinafter referred to as the Labor Code of the Russian Federation).

In what cases can a part-time worker be fired without his consent?

Termination of an employment contract with a part-time worker, in the absence of consent on his part, is possible both on general and additional grounds.

The general grounds on which a part-time worker can be fired without his consent include:

The cases under Art. 81 of the Labor Code of the Russian Federation "". For example, a reduction in staff or headcount, an employee’s inconsistency with his position, a single gross violation by an employee job duties and so on.
Fact (Article 71 of the Labor Code of the Russian Federation).
Additional grounds established for (Article 336 of the Labor Code of the Russian Federation).
Other additional grounds for termination labor relations with representatives of one profession or another. These grounds are established by federal laws regulating activities in a particular area. For example, for non-medical use narcotic substances can put an end to the career of a pilot or sailor.

An additional basis on which a part-time worker can be dismissed without his consent is established by Art. 288 of the Labor Code of the Russian Federation. An employment contract with a part-time job may be terminated if an employee is hired, for whom this work will be the main one. The part-time worker must be notified of this at least two weeks before the termination of the employment contract.

Summarizing
They can dismiss a part-time job without his consent, but this requires the presence of circumstances directly established by labor legislation. Unfortunately, employers are often confused, therefore they believe that “to remove part-time employment” it is enough to warn the employee about this fact. Incorrectly applying Part 4 of Art. 60.2 of the Labor Code of the Russian Federation, according to which the employer may cancel the order to perform additional work ahead of schedule by notifying the employee in writing no later than three working days

Dismissal during internal part-time employment can occur for several reasons: at the request of the employee himself, or at the request of the enterprise where he works. Only the procedure for such dismissal is significantly different. It is important to take into account all the provisions of the law when dismissing an employee, regardless of its reason. Even an employee dismissed of his own free will can go to court if, for example, the dismissal was carried out incorrectly, or all the required calculations were not made with him. In any case, the dismissal of an employee from an internal part-time job does not mean his dismissal from the main position.

Dismissal of an internal part-time worker

In order to understand the features of the dismissal of an internal part-time job, you need to consider what constitutes an internal part-time job. An internal part-time worker may be the main employee of the organization who performs extra work at the same enterprise during free, non-working hours. That is, these labor functions should not be intertwined with the main ones that the employee performs at this enterprise.

Registration for the position of a part-time job takes place at the same enterprise, by entering information that this employee accepted for the position of a part-time employee on an internal part-time job, the number and date of the order on the basis of which the employee was accepted as an internal part-time job. That is, the procedure remains the same - it is necessary to issue an order.

It is also necessary to dismiss an internal part-time worker, by order. The only difference is that such an employee does not leave the main workplace. But only from the position where he is part-time. As with the dismissal of the main employee, it is necessary to dismiss a part-time worker who works at the same enterprise in the main position, indicating the reason for such dismissal. Requirements for registration of dismissal, entering information and wording into the labor, on the basis of an order, are also regulated by labor legislation.

Reasons for dismissal of an internal part-time worker

There are both general reasons for the dismissal of an internal part-time job, as well as additional ones. The general ones include those established by Article 77 Labor Code. It is possible to dismiss a part-time worker working under an employment contract at an enterprise on the following grounds:

at the request of this internal part-time worker, to remain only in the main position;
as agreed between the employer and the part-time worker, by drawing up an agreement in writing;
if the period for which the contract was concluded with the part-time partner has expired, and the parties have not agreed to continue it;
by order of the head (for this there must be legitimate reasons e.g. absenteeism, violation labor discipline, liquidation of the enterprise, or structural unit where the part-time worker works, to reduce, etc.);
when transferring or transferring an employee on his own initiative, for example, to another enterprise, or to an elective position that does not imply the possibility of part-time work;
if the part-time job itself refuses to continue working in this position, due to some changes: for example, in organizational form enterprises, change of management, change of conditions of the employment contract, etc.;
if the employee cannot perform the duties of an internal part-time job due to his health, which is confirmed by a medical report, and the employer cannot change the working conditions of the part-time job to suit him;
when the employer moves to another locality, if the part-time worker also refuses, he is transferred to another locality;
under the circumstances referred to in Art. 83 TC;

In addition to the indicated grounds, an internal part-time worker is dismissed if the main employee is hired for this position, which he occupies as a part-time worker. It is impossible to dismiss for this reason a pregnant employee who works part-time. Until the end of the pregnancy.

If the part-time worker was hired under a fixed-term employment contract, when there is no need for the main employee, for example, for work related to seasonal work at the enterprise, or for the performance of work strictly defined by the labor contract, the labor contract with him is terminated, about which an entry is made in the labor contract. At the same time, the employee continues to work at the main job.

The procedure for dismissal of an internal part-time worker

Internal part-time workers, like external ones, have the same labor rights and guarantees as the main employees. Internal part-time worker, in addition to additional wages, which he receives, also has the right to leave, the right to be on sick leave, the right to have guarantees and compensation upon dismissal. Dismissal from an internal part-time job should occur in the same way, according to the rules established by labor legislation.

If the dismissal occurs at the request of an employee who, for one reason or another, no longer wants to be an internal part-time worker at this enterprise, but decided to remain only in the main position, then he must write an appropriate application. Warn the company about your desire to quit should be two weeks in advance. An employee has the right to quit on his own, either only from the position of a part-time employee, or from both the main position and the position in which he works as an internal part-time employee.

By writing an application, a part-time worker may, by agreement with the employer, not work out the allotted time, or go on vacation that he did not use. But it is important that this leave coincides with the leave for the main position. That is, if the employee has a schedule, vacation in certain time, he must also take off the vacation that is due to him, as a part-time worker at this enterprise. Some employers add up vacation, simple way additions, and add an additional one to the main vacation.

But, if the employee, having served on vacation, which he was entitled to in his main position, considered it necessary not to use the leave due to him as a part-time employee, the employer must, upon his dismissal, compensate him for all unused vacations by this employee for the entire internal part-time job. The same right applies to those part-time workers who leave for other reasons (except for guilty actions).

Features of the dismissal of an internal part-time job

Few people pay attention to the deadlines and the procedure for making entries on the dismissal of a part-time job. Even in the case of internal part-time employment, the rules for dismissal, the rules for applying for the position of the main employee, remain the same as for the main one. The only difference is that the internal part-time worker has the opportunity to work at the same enterprise.

Only the employee who has the main place of work, or at the same enterprise where he is a part-time worker, or at another, with another employer, can be considered a part-time job. Therefore, when dismissing an employee from the main place of work, and leaving him as a part-time job, some employers do not take into account that if he does not get a job at the main place of work somewhere else, then such an employee automatically becomes not a part-time job, but the main employee. Even if not full time.

Then, certain problems arise if, say, the employer hires a part-time employee, the main employee. By law, such dismissal of a part-time worker is not allowed due to the admission of a main employee to this position. After all, the dismissed person is no longer a part-time employee, but a main and full-fledged employee. If he works at this enterprise as the main employee, and in free time, on labor agreement, performs labor functions part-time, despite his desire, he can be fired by the employer if he decides to hire a permanent employee.

The law does not exclude the possibility of dismissing an internal part-time worker for violating labor discipline. Acts, memorandums, and other documents confirming the fact of violation must be drawn up about such a violation. Quite an interesting case of dismissal of an internal part-time worker for absenteeism. If he must stay at the main place of work for a certain amount of time, and part-time, he works at a different time, as it should be, then, if the part-time worker does not appear at work (meaning that the part-time worker could leave work without warning, without good reason at the moment when he must fulfill the duties assigned to him internal combination labor functions), dismissal from the position of an internal part-time job for absenteeism is allowed.