A practice-proven system for dismissing difficult employees.
A practice-proven system for dismissing difficult employees: no litigation risks or Labor Inspectorate audits, fully lawful solutions, and dismissal within the set budget.
DISMISSING A DIFFICULT EMPLOYEE
Or Labor Inspectorate audits.
Every action complies with the law.
And complete confidentiality of data.
SCOPE OF WORK
An employee can file a complaint with the State Labor Inspectorate.
The timeline and budget for a dismissal can keep growing.
Resolving a conflict situation requires the involvement of key employees.
The company's reputation, and the way other employees view it, is at stake.
ACHIEVE YOUR GOALS. WITHOUT RISK.
In a difficult dismissal, every step must be assessed by an expert.
The conflict must be contained and kept from spreading to other employees and outside authorities.
The employee being dismissed must not be deprived of their lawful entitlements.
The dismissal must be completed within the set timeline and budget.
How we work
Or when it may develop in the future.
To build the dismissal strategy.
On how to act during the conflict.
The dismissal will proceed with 100% probability within the set budget.
THE CLIENT'S CHALLENGE
At a European pharmaceutical company, an employee whose job involved frequent travel regularly failed to perform his duties. He had previously been in good standing with the organization, and had been offered a way out with no disciplinary action on his record — a departure by mutual agreement with a substantial payout. The employee demanded 12 months' salary, claiming that otherwise the company would not be able to dismiss him, and on top of that he classified himself as belonging to a protected category. The client turned to us for help conducting negotiations to terminate the employee's contract.
BLS'S ACTION
We examined the person's history with the company, his performance, and his personal circumstances. It turned out that he did not fall into any protected category and held no other "protected" status. In addition, following new misconduct, he received two formal warnings. Although he refused to sign the documents or provide explanations, we deemed the misconduct proven. BLS then held a meeting with the employee, laying out the entire situation, his violations, and the company's position. We informed him that he was free to go to court, but that the employer was prepared for this and was 100% confident in its evidence.
THE RESULT FOR THE CLIENT
In the end, we were prepared to dismiss him for misconduct — at no cost. Nevertheless, the client chose to pay the employee two months' salary. A mutual agreement was signed with the employee that same day.
Expertise
completed involving difficult employees and labor disputes.
in labor disputes are decided in favor of BLS and our clients.
successfully protecting employers' interests for over 20 years.
saved by our clients through won court cases and out-of-court settlements.
most clients recommend us to their professional circle.
the only company in Russia specializing exclusively in labor law.
DISMISSING A DIFFICULT EMPLOYEE
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