Article 81: Termination of an employment contract on the initiative of the employer

The employment contract may be terminated by the employer in the following cases: (1) liquidation of the organization or termination of the activity by the individual employer; (2) reduction of the number or number of employees In an organization, an individual entrepreneur; (3) an employee ' s non-conformity with the job or work performed due to a lack of qualifications confirmed by the results of the certification; (4) change of ownership of the organization ' s property (in respect of the head of the organization, his deputies and the general accountant); (5) repeated non-performance by the employee for no valid reason Responsibilities if he/she has a disciplinary sanction; (6) one-off gross violation of the employee ' s duty: (a) truancy, i.e. absence from the workplace without good reason All working hours (shifts) irrespective of their length and in the event of absence from the workplace without good reason for more than four consecutive hours during the working day (shifts) ); (b) The presence of an employee at work (at his or her workplace or in the territory of an employer-employee or facility where the employee is required to perform a work function at the employer ' s request) at a time when the worker is in a position to do so; the presence of alcohol, drugs or other toxic intoxication; (c) the disclosure of a legally protected secret (public, commercial, service or other) that has become known to an employee in connection with and in connection with by fulfilling their labour obligations, including disclosure of the personal data of another employee; (g) theft (including petty) of other persons ' property, embezzlement, intentional theft, the destruction or damage established by an enforceable judgement of a court or by a decision of a judge, body or official authorized to hear administrative cases as well as in the event that the court decides to discontinue criminal proceedings for the offences in question in connection with the imposition of a criminal measure of a judicial nature :: Fine or other non-rehabilitative grounds; (e) violation by an employee of labour protection requirements by the labour protection commission or the labour protection commission; the serious consequences (a work accident, an accident, a disaster) or the real threat of such consequences; and (7) the commission of the acts of labour. Who directly serves money or goods if these acts give rise to a loss of trust on the part of the employer; 7.1 the failure of the employee to take measures to prevent or resolution of the conflict of interest to which he is a party, failure to provide information on income, property and property obligations provided for in the Federal Act of 25 December 2008 N 273-FZ «On combating corruption» and information on the costs provided by the Federal Act of 3 December 2012 N 230-FZ «On the control of the conformity of expenses of persons Accumulation of public office and other persons for their income», providing known incomplete information, except in cases established by federal law, or presenting known shortcomings Foreign banks located outside the territory of the Russian Federation, holding and/or Use of foreign financial instruments by an employee, his/her spouse and minor children in the cases provided for in this Code, other federal laws, regulations By legal acts of the President of the Russian Federation and the Government of the Russian Federation, if the acts in question give rise to a loss of confidence in the worker by the employer. Weird financial instruments» are used in this Code within the meaning defined by Federal Act No. 79-FZ of 7 May 2013 on the prohibition of certain categories of persons from opening and holding accounts (in the case of the (b) To keep cash and valuables in foreign banks located outside the territory of the Russian Federation to own and/or use foreign financial instruments; Ami»; (8) an immoral offence committed by an educational worker incompatible with the continuation of the work; (9) an unreasonable decision taken by the head of the organization; His deputies and chief accountant, head of branch, office, deputy and chief accountant, who caused the violation of the security of the property, the misuse of his or her confession Use or other damage to the organization ' s property; 10) one-time gross violation by the head of the organization, his deputies, the head of the branch, the office, his or her deputies 11) submitting false documents to the employer at the time of the conclusion of the contract of employment; 12) no longer in force; 13) the labour contract with the manager 13.1) the employee ' s absence from work after three months after the completion of his military service for mobilization, of the National Guard of the Russian Federation for mobilization or military service under a contract entered into during the period of mobilization, during a state of war or during a time of war, or after the end of Action by an employee on a contract of voluntary assistance in carrying out tasks assigned to the Armed Forces of the Russian Federation or to the National Guard of the Russian Federation, 14) in other cases established by this Code and other federal laws. Part 1 of this Article) is established by labour law and other legal acts containing labour law, local regulations adopted with the right to work (see Part 1 of this Article). Dismissal on the basis provided for in paragraph 2 or 3 of part 1 of this article shall be permitted if it is not possible to transfer the employee from his/her written office to his/her official office. the employer ' s consent to other work available to the employer (both a vacant position or a job corresponding to the employee ' s qualifications and a vacant lower position or a lower paid job) The employer is obliged to offer the employee all suitable vacancies available to him or her in the area in question. In the event of termination of the activities of the branch office, the employer is obliged, if provided for in a collective agreement, agreements or employment contract. The termination of employment contracts with employees of this unit shall be subject to the rules laid down in the regulations of the organization ' s separate structural unit located elsewhere. Dismissal of an employee on the basis referred to in paragraph 7 or 8 of the first part of this article in cases where the responsible acts giving rise to the ducks In the case of a worker who has committed an immoral offence outside the workplace or in the workplace, but not in connection with the performance of his or her duties, he or she may not have committed such an offence later than one year. A worker may not be dismissed on the employer ' s initiative (except in the event of the organization ' s dissolution or the termination of an individual ' s activity). Information on the application of a disciplinary sanction in the form of dismissal for loss of trust in the employer during the period of his temporary incapacity for work and during his stay on leave. Pursuant to paragraph 7.1 of part one of this article, the employer shall enter into the register of persons dismissed for loss of trust provided for in article 15 of the Federal Act of 25 December 2008 N 2 73-FZ Anti-Corruption.