How the rating of labor law lawyers was formed
Labor relations in Russia are regulated by the Labor Code of Russia. Compliance with it is an obligation for both the employer and the employee. Violations of the Labor Code can lead to quite serious consequences for both parties - the employee and the employer.
Firing without reason or not paying wages is simply not possible now. Such acts entail quite serious legal consequences for the company. On the other hand, ordinary tardiness or dishonest attitude towards assigned work can also result in a reprimand at best, and in the worst case, again within the framework of the law, dismissal. It will take an ordinary person many years to learn all the intricacies of labor legislation.
But in the event of a real conflict, only a competent specialist, a labor law lawyer, can help a person resolve the problems. Our rating helps ordinary people find the right labor law lawyer who can really help. Just read reviews on our website about specialists, choose the best labor law lawyer.
More than 5,000 people have already posted their reviews and opinions about specialists on our website. We analyzed them, made certain conclusions and formed our independent rating of labor law lawyers. You can leave your feedback by filling out the form at the bottom of the page. Your opinion is important!
When to Contact an Employment Lawyer
An employment lawyer in Moscow will help you if a dispute arises regarding one of the following situations:
- There is a constant violation of the collective agreement by one of the employees - complete non-compliance with the schedule, absenteeism, neglect of one’s own responsibilities;
- The organization suffers losses due to the employee’s constant release of defects;
- There was a violation of the law during dismissal, the employee lost his job due to the willfulness of the employer;
- The employment contract must be reviewed completely to make adjustments or formulate a new sample;
- There is a systematic withholding of wages or non-payment, as well as vacation pay and other incentives;
- Illegal transfer to another position or to another branch;
- The employer violated the provisions of the employment contract.
Basic services
Legal services for related categories of cases
- Resolving issues with payroll, advance payments, benefits and pensions
- Conflict resolution during hiring
- Appealing actions of the employer not related to the organization’s charter
- Representing the interests of the victim during meetings with the opposing party in the presence of lawyers
- Resolution of labor conflicts between workers
- Filing complaints and petitions demanding that the guilty party be brought to administrative or criminal liability
- Assisting in the reconciliation of the parties
Services of our lawyers
- Providing free legal consultations on labor law.
- Providing written opinions on the application of labor law.
- Conducting a detailed analysis of the subject of the labor dispute, including checking for compliance of the attached documents with the standards established in the Labor Code.
- Settlement of individual and collective labor disputes.
- Carrying out activities for pre-trial settlement of labor disputes.
- Preparation of the necessary documentation for filing a claim in court.
- Representation and protection of the interests of the parties in court.
- Assistance in appealing decisions to higher authorities.
We are ready to provide you with free legal advice on labor law. The consultation is absolutely free and does not obligate you to anything. Leave a request on the website or call us to get an answer to your question. The solution to the problem, taking into account our experience and professional connections, will be in your favor.
Prices for the services of lawyers in labor disputes
| Legal consultation in the office of a former judge | 2000 rubles |
| Consultation in the office with a trial lawyer or lawyer | 1000 rubles |
| Analysis of business prospects If you need a detailed answer to your legal question within 2 hours, describe your question in detail here. If you need online legal advice right now, contact our online chat at the bottom right. | For free |
Consultation via Skype – Convenient for residents of Russia and those who do not have time to travel to our office.
| 2000 rubles |
Why you should contact a professional lawyer
Up to 30% of requests for free legal advice on labor law are related to problems with delayed wages.
Solving problems on your own attracts many people due to its simplicity. But the lack of experience and necessary knowledge leads to temporary and material losses. Only a labor law lawyer has sufficient competence to resolve disputes that arise. By contacting us, rest assured that any disputed decision will be made in your favor.
Prices for various categories of labor dispute cases
| Establishing the fact of labor relations | from 25 000 |
| Illegal dismissal | from 25 000 |
| Reinstatement | from 40 000 |
| Collection of wages from the employer | from 30 000 |
| Recovery of material damage from an employee | from 20 000 |
| Debt collection from an employee | from 50 000 |
| Cancellation of a disciplinary sanction order | from 15 000 |
Resolution of Labor disputes with guaranteed results
If disputes arise, the Labor Code of the Russian Federation allows employees to immediately go to court. That is, compliance with out-of-court resolution of labor disputes is not mandatory. But you should not neglect it, since resolving a controversial situation with an employer in court can take a long time. Meanwhile, an out-of-court procedure will help resolve the conflict more quickly, without many procedural procedures.
A labor law lawyer is focused on a positive and prompt outcome of the case, and therefore tries to resolve the situation peacefully. Often, it is enough for an employment lawyer to correctly draft a letter of claim to the employer, which will present the employee’s demands, supported by references to legislation and judicial practice. Basically, a letter of claim convinces the employer to meet the employee halfway and not take the case to court.
An option for pre-trial resolution of the conflict is an application to the Labor Dispute Commission.
The legislator indicates that a citizen has the right to appeal to the CCC after it has become clear that it is not possible to resolve the dispute with the employer on his own.
Accordingly, stage 1 of pre-trial conflict resolution is negotiations with the head of the company, as well as the search for a compromise. This method is effective, provided that the conflict is not associated with significant differences, but with an error or inaccuracy of formulation.
In more complex disputes, attempts to discuss the dispute with the employer will lead to aggravation of the situation.
An employee whose labor rights have been violated may submit an application to the CCC within 3 months from the date of discovery of the violation.
The employee’s appeal is subject to registration, and then the CCC will consider the labor dispute that has arisen. The parties are required to appear at the commission meeting; if this does not happen, it is subject to postponement. If this situation repeats, the issue will be removed from consideration by the Labor Dispute Commission. The employee has the right to apply again within the same 3 months.
Provided that agreement on the labor conflict is not achievable, the lawyer begins to prepare for the trial. The main task will be to select the evidence base in favor of the employee and develop a competent defense position.
Labor disputes are subject to consideration in courts of general jurisdiction according to the rules for the consideration of civil cases established by the Code of Civil Procedure of the Russian Federation.
At the same time, employees are exempt from paying fees, as well as other legal expenses.
Resolving labor disputes is a rather complex procedure and has many pitfalls, so you may need the help of a lawyer. The Labor Code contains many exceptions and subtleties, so it is important to calculate the risks in advance in order to successfully defend your labor rights.
Recruitment
- Rules for hiring a foreign worker (registration procedure and necessary documents)
- What documents does an employer have the right to require to conclude an employment contract (hiring) ?
Answer:
According to Art. 65 of the Labor Code, when concluding an employment contract, a person applying for work presents to the employer:
- passport or other identity document;
- work book , with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;
- insurance certificate of state pension insurance (SNILS);
- military registration documents - for those liable for military service and persons subject to conscription for military service;
- a document on education, qualifications or special knowledge - when applying for a job that requires special knowledge or special training.
In some cases, taking into account the specifics of the work of the Labor Code, other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation may provide for the need to present additional documents when concluding an employment contract.
It is prohibited to require from a person applying for a job documents other than those provided
Labor Code, other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation.
Answer:
When applying for employment, the following must be completed:
- employment contract , which is drawn up in 2 copies. One copy is issued to the employee (Article 67 of the Labor Code);
- employment order , with which the employee must be familiarized with signature;
- journal of accounting and maintenance of work books , in which a record is made of the acceptance of the employee’s work book (this record is sealed with the signatures of the employee and the responsible person of the employer);
- work book in which the corresponding entry is made;
- personal card (form T-2);
- the employee must undergo initial training on occupational safety and health and workplace instruction , about which a corresponding entry is made in a special journal .
Find out more about the procedure for registration and necessary documents when hiring an employee
Answer:
A single form of employment contract, which could be used when concluding contracts by any employer with any employee, is not provided for by current legislation. However, Article 57 of the Labor Code prescribes that any employment contract must contain the following conditions:
- Last name, first name, patronymic of the employee and name of the employer (last name, first name, patronymic of the employer - an individual) who entered into an employment contract;
You can learn more about the procedure for concluding an employment contract and familiarize yourself with a sample (approximate form) of an employment contract
Transfer to another job (change of terms of the employment contract)
Answer:
Transfer to another permanent job (change of job function) is possible only with the written consent of the employee (Article 72.2 of the Labor Code), therefore transfer to another job is formalized:
- an additional agreement to the employment contract (in two copies, one of which is issued to the employee);
- transfer order
- the employee is required to familiarize himself with the job description for the new position;
- the next serial entry in the employee’s work book;
- by making a corresponding entry in personal card (form T-2).
Dismissal at your own request
Answer:
In this case (if we proceed from the interests of both parties to the employment contract), there can only be one answer - we need to negotiate. Otherwise, there may be a conflict of interest that will end unpredictably. If for some reason it was not possible to come to an agreement, then in labor legislation there are options in which during the employee’s absence his place of work is retained (which means a two-week period runs).
More details
