Большинство людей в своей жизни хотя бы однажды устраивается на работу либо выступает в роли работодателей. В наши дни почти все, кто устраивается на работу, принимаются туда с испытательным сроком. И в общем-то, это достаточно удобно для обеих сторон. Работодатель может как следует присмотреться к работнику на предмет его соответствия заявленной квалификации, а работник – понять, насколько предложенная работа соответствует его ожиданиям.
Согласно российскому законодательству, на сегодняшний день не может устанавливаться испытательный срок только для некоторых категорий работников:
- тех, кому еще нет восемнадцати;
- беременных, а также мам, детям которых ещё не исполнилось восемнадцати месяцев;
- тех, кто принят по срочному договору сроком на два месяца или меньше;
- работников, выбранных по итогам конкурса;
- людей, принимаемых на новое место в порядке перевода;
- тех, кто менее года назад получил образование по той специальности, на которую принимается.
Для всех остальных можно устанавливать испытательный срок, что обычно и делается. В Трудовом кодексе оговорено, что для большинства людей максимально возможная продолжительность испытательного срока составляет три календарных месяца. Для тех, кто принимается на должность главного бухгалтера либо руководителя организации, а также для их замов испытательный срок может растянуться до полугода. Таким же длинным он может стать и для руководителей филиалов или иных обособленных подразделений. Для тех же, кто подписывает срочный договор на срок больше двух месяцев, но менее полугода, испытание не может быть более двух недель.
Но что же делать в случае, когда работник по каким-либо своим причинам хочет уйти раньше? Некоторые люди по незнанию совершают в такой ситуации ошибку и просто не выходят на работу. Этого делать категорически не следует, так как вас при этом уволят либо за прогул, либо с формулировкой «не выдержавший испытательный срок». Согласитесь, что и то и другое не слишком-то приятно.
Даже если вас приняли в организацию с испытательным сроком, вы должны написать заявление на увольнение на испытательном сроке по собственному желанию. Не забывайте об этом.
Вторая ошибка, очень часто допускаемая работниками, заключается в том, что они почему-то не учитывают, что им вполне вероятно придется отработать установленные законом дни, чтобы работодатель смог подыскать замену на освобождающееся место. Впрочем, отрабатывать придется всего три дня, и только в случае, если на этом настоит руководство. Однако, даже эти дни могут иметь значение, если человек уже подыскал себе новое более интересное место. В некоторых случаях работника отпускают и в день подачи заявления, но это возможно только при согласии обеих сторон. Исключением из данного правила составляют лишь руководители организаций, работающие по найму. Им положено писать заявление на увольнение по собственному желанию на испытательном сроке за месяц до того момента, когда они бы хотели распрощаться с рабочим местом.
Также знайте, что при увольнении в период прохождения испытательного срока бухгалтерия обязана выплатить компенсацию за неиспользованные дни отпуска.
Как видите, ничего особенно сложного в уходе с работы по собственной инициативе на испытательном сроке нет. Вся разница лишь в сроках подачи заявления.
Рекомендуем вам посмотреть весьма полезное видео о правах людей, работающих на испытательном сроке:
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