How to employ, how to let
go in republic of Serbia
Current situation
in the Republic of Serbia brings many difficulties for employers regarding
employment of the workforce, but even more difficulties are found in the
dismissal of employees. Novelties in the Employment Law largely pertain to the
field of regulation of labor relations and defining the legal obligation of the
employer to the employee.
Employing workers
after the selection goes very easily with a employment booklet, certificate of removal from the previous insurance, an ID listing
and with the appropriate contract you're going to the pension and health
insurance and approach worker registration on obligatory pension and health
insurance that is required to be payed each month, along with workers income. Often
the first contracts are of shorter duration (three months) so employer and
worker can give time to experience conditions and opportunities in workplace
and to convince both sides in the correctness of their choice. Upon expiry of
this agreement both parties can re-examine their obligations and after the
adjustments new contract or can be made or worker gets notice of withdrawal.
Notice of withdrawal after the expiration of the contract is done in PIO
service by handover of expired contract for review and with filling out forms
for revocation of employee. Notice of withdrawal in this case is automatic. Termination of an employment contract which is still in force or has
indefinite duration is a little bit different. The reasons for the cancellation
may be multiple and on both sides, the difference is only in the fact that if
the employee submits a breach of contract it goes easily with a written
statement, but if the employer wishes to terminate the employment contract
things go a little bit differently. The reasons for which an employer may terminate an employment
contract can be defined in the Rules of procedure, which is obligatory for
every company with more than 10 employees, and contains detailed description of work responsibilities
of each employee. The Labor law - TERMINATION OF EMPLOYMENT Article 175,
reasons for dismissal by the employer are enumerated in detail in articles 179th to 191st and employer after written
notice and warning to worker in respect of his work and disciplinary obligation
is free to give written notice of termination of the employment contract which
again goes through the service of the
Pension and health insurance. Termination of the employment contract
can be agreeable, when both parties jointly agree on the reasons for
leaving. Obligations of the employer regarding employment contract remain in
force until their fulfillment and employer is obliged to fulfill all of his
debts to the employee 30 days from the date of termination of the employment
contract.
Relief to employers in the
new Labor Law is in the severance payment to the worker who is made redundant
because the severance pay is paid only for the period of service with the
current employer. The general advice
to the employers is that the contract of employment gives the most detailed
view of obligations for both parties which is to be written in a way that
respects the Labor Law, and that at the same time protects business interests
of companies and employers and the ability to more easily let go workers whose
behavior endangers the integrity of the company and affects the business
results.
