When concluding an employment contract, may be established in an employment contract a condition on a probationary period in order to verify the qualifications of the employee are in accordance with the assigned work. The probationary period begins with the beginning of the employment contract.

The probationary period is included in the work experience of the employee and may not exceed three months. For heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices of organizations, the trial period may be extended to six months.

The probationary period is suspended for the period when the employee was actually absent from work.

If the employee has a negative result during the trial period, the employer has the right to terminate the employment contract with him, notifying him in writing, indicating the reasons that served as the basis for terminating the employment contract.

If the probationary period has expired and none of the parties has notified the termination of the employment contract, the employee shall be deemed to have passed the probationary period.

Employee Transfer

The employer may carry out the following transfer of employees:

1. Transfer to another job
2. Transfer to another location with the employer
3. The secondment of the employee to another legal entity

In this transfer, the employee’s mandatory consent to the transfer is required.

Consent to the transfer is not required if the transfer is temporary, temporary transfers include:

1. In case of industrial need. In case of production necessity, including temporary replacement of an absent employee, the employer has the right to transfer the employee without his consent for a period of up to three months during the calendar year to another work in the same organization that is not stipulated by the labor contract and is not contraindicated for health reasons, to the same locality or to the structural unit of the employer located in another locality, with remuneration for work performed, but not lower than the average salary for previous work.
2. In case of downtime. In case of downtime, the employer has the right to transfer the employee without his consent for the entire period of downtime to another job that is not contraindicated for health reasons. In case of temporary transfer to another job in case of downtime, the employee is paid for the work performed.
3. For health reasons. In view of with a work-related injury, occupational disease or other harm to health resulting from the performance of labor duties, or other harm to health not related to production, on the basis of a medical opinion, the employer is obliged temporarily until restoration of workability or establishment of disability or establishment of loss of professional capacity before restoration of work capacity or establishment of disability or establishment of loss of professional capacity to transfer the employee for easier work or relieve him from work in condition that established in employment and collective agreement. In case of employee refuses to transfer to easier work, the employer has the right to terminate the employment contract.
4. Transfer of pregnant woman to another job. The employer, on the basis of a medical report, is obliged to transfer the pregnant woman to another job, excluding the effects of harmful and (or) hazardous production factors, while maintaining the average wage. Prior to providing a pregnant woman with other work, she shall be exempted from the work while maintaining the average wage. If the pregnant woman refuses the transfer to another job proposed by the employer, she shall be exempted from performing contraindicated work without saving wages until the provision of maternity leave.

Does not require the consent of the employee moving him to another workplace or to another structural unit in the same area or assigning work to another mechanism or arrangement within the position, specialty, profession, qualification stipulated by the labor contract. Changing the name of the position (work) of the employee, structural unit, changing the management structure, not entailing changes in the working conditions for the employee, may be carried out by the employer without the consent of the employee.