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Existing Russian labor legislationprovides for a number of reasons that can legitimately dismiss an employee. The history of the development of labor relations shows that the number of such grounds tends to increase. Of course, this situation is primarily satisfied with employers. The list of grounds for dismissal of employees on the initiative of the administration is exhaustive. This means that there are no other reasons for dismissal than those listed in the Labor Code. An exception is provided only for several categories of workers, for example, managers of enterprises and organizations, who can be dismissed from their posts by agreement of the parties. The reasons for dismissal may be related to the specific actions of the employee, suggesting his guilt, and may also not have to do with the presence or absence of guilt. The most common reason for dismissal is the fact that the employee has repeatedly failed to perform his or her duties in the presence of an effective disciplinary sanction. At the same time, the terms of reference should be determined by the internal regulations of the organization and the employment contract. An example is the absence of an employee in the workplace without good reason. The employer can also dismiss a negligent employee for a one-time violation of his duties, for example, for absenteeism, the appearance in the workplace in the state of intoxication, and the disclosure of commercial and official secrets. If an employee grossly violated the requirements for labor protection, which entailed grave consequences, he can also be dismissed. Legally, an employment contract may be terminated if it turns out that the employee, during registration, has submitted knowingly false information about himself, his education, his work experience. Of course, the guilt of the employee must be proved. Based on the results of certification, the employee may be dismissed if it turns out that he does not correspond to the position on health or lack of qualification. Unfortunately, such a basis is widely used for the dismissal of undesirable administration of persons. It is necessary to make sure that the certification is provided for by law and local acts of the enterprise. And, finally, you can not avoid dismissal in case of liquidation of an enterprise or termination of activity by an employer who is an individual, as well as with a reduction in the number of employees. In this case, by law, the employer is obliged for two months to notify the employees concerned against receipt. Remember that the dismissal of an employee on any ground is impossible during the vacation or documented inoperability; also the dismissal of pregnant women will be illegal.