We assess the actual context of the situation, which gave rise to the need to terminate employment with specific employees, as well as review of the available documents for proper execution of such termination. Upon completion of the assessment we will issue a memorandum outlining possible ways of termination of the employment, associated risks for the employer, as well as the action plan, and documents required.
When the legal support is required, our experts may take part in the negotiations with the employee and other meetings related to the termination of employment.
The service is oriented on the companies of all sectors.
Proper formalization of employment termination is essential to avoid the risk of the employee's reinstatement in a job and awarding compensation for the forced downtime by a court, as well as other compensatory payments by the employer. Termination procedure is particularly important and complex when employment is terminated with CEO, chief accountant and other top managers, and/or due to the serious misconduct by employees, as well as when there is a trade union in the company.
Procedure and Deadlines
Upon review the situation and client's documents we will determine the most appropriate ground and method of termination of employment, depending on the particular case, which will be provided in a memorandum for the client. As soon as the relevant action plan has been agreed upon with the client, our experts will draft internal acts and other documents required for proper termination of employment.
The term for preparation of the employment termination (assessment of documents, actual circumstances, making recommendations as to the manner and procedure of termination) in respect of one employee starts from 3 business days. The total period of support the termination procedure depends on the duration of process of execution of the documents in the client’s company (2 weeks in average). In case of providing legal support to the employment termination within the staff redundancy or company liquidation, the period increases in proportion to the term established by the labour legislation.
The long experience in advising Russian and foreign employers operating in various regions of Russia on labour issues, as well as in legal representation on disputes associated with dismissals and other related issues, allows GRATA assisting the clients in the efficient registration and recording of relationships in the course of employment termination in order to avoid the employee's reinstatement in a job and awarding compensation for the forced downtime.
|Bolat Miyatov||Partner, Head of Corporate Law Department||Almaty||Inquire|
|Nurbol Kissembayev||Partner, Branch Director||Aktau||Inquire|
|Zaira Kaysar||Partner, Branch Director in Atyrau and Aktobe||Atyrau, Aktobe||Inquire|
|Ummi Jalilova||Partner, Director of Baku office||Baku||Inquire|
|Dmitriy Tyan||Representative in Kyzylorda region and the town of Baikonur, Attorney||Kyzylorda||Inquire|
|Marat Atyshev||Representative in Shymkent and Taraz, Advocate||Shymkent, Taraz||Inquire|
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We draw your attention to the important legal aspects of the latest amendments in the labour legislation of the Republic of Kazakhstan.
Arctic Group International LLP recommends GRATA Law firm LLP as a reliable and responsible legal advisor
Labour relationships in Kazakhstan are governed not only by the provisions of the Labour Code of Kazakhstan, but also by special legislative acts (on civil service, on internal affairs authorities, etc.).
The 'Due Diligence' in English means ensuring the due good faith.
Kazakhstan, like many other countries, has an established permit procedure for employing foreign workers. In this case, obtaining a permit for engagement of foreign workers is the responsibility of an employer.
Below we will briefly describe usual legal provisions of the joint venture.
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