The lawyer named the condition of dismissal for criticizing his superiors

In an employment relationship, as a general rule, there is no such universal measure as an "employee fine" at the discretion of the company, and the employer cannot arbitrarily choose sanctions against an employee, including firing him. Lawyer Marcel Kirlan announced this on Thursday, April 16.

According to the expert, if it is a question of criticism of the boss by an employee, then everything depends on the form of the employee's behavior.

"If criticism is expressed in an offensive form, accompanied by humiliation, rudeness, aggressive behavior, public undermining of work discipline or violation of internal rules, this can already lead to disciplinary consequences," the lawyer said in an interview with Lenta.Ru .

Harsh language does not always lead to dismissal, but in certain circumstances, the employer may impose penalties, and in case of repeated violations, the issue of termination of the employment contract may arise.

In other words, the law protects the labor order and acceptable forms of business communication, not loyalty to superiors, Kirlan concluded.

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Lawyer Alexander Yuzhalin said in an interview with RT on April 14 that violating the working hours set by the employer is considered a disciplinary offense. In this case, the employee may be disciplined.

According to him, there are three types of penalties for violating labor discipline: a remark, a reprimand and dismissal. At the first delay, the employee cannot be fired — he can only face a remark or reprimand, clarifies 360.ru .

Deputy General Director of the service "Work.<url>" Alexander Veterkov said on April 9, in an interview with NSN, that first of all, an employee can be fired for poor efficiency, and delays will only be a reason to part ways.

Earlier, on April 6, Irina Kotlyarova, the head of one of the recruitment companies in Primorsky Krai, said that an employee can be fired for smoking in the workplace if it is prohibited by a local regulatory act of the employer, while dismissal is used as an extreme disciplinary measure.

In turn, Ekaterina Zelenkova, HR Director of the Progress communications group, told the Moscow City News agency that the most effective and safest way to dismiss a toxic manager is through an agreement between the parties. It is possible to collect evidence of managerial failure, such as high turnover, dismissal of effective employees, as well as systemic complaints from colleagues.