An employment contract must be terminated due to a violation of the binding rules governing its conclusion, provided for by this Code (Article 11, Article 77) or other federal laws, if a violation of these rules excludes the possibility of continuing the work in the following cases: additional guarantees and allowances may be set by laws of the Russian Federation collective agreements. , agreements on a financial situation basis in matters of the Russian Federation and employers. Employees who have gone on strike or have not terminated it the day after the main unit is communicated may be disciplined for breach of work discipline. In the exercise of work in working conditions different from those of normal working conditions (performing work of different qualifications, combination of work, work beyond normal working time, night work, unemployed holidays and other cases), the worker benefits from additional allowances provided by the collective agreement, the employment contract. The amount of additional compensation should not be less than that set in laws or other standard legal acts. Casual workers work for an employee on a demand-appropriate basis. Unlike an indeterminate agreement, the rights of casual workers mean that they have no guarantee of employment in progress (so that working hours are irregular) and that they are not entitled to sick leave or paid annual leave. Casual employment contracts can be terminated at any time without notice. An employment contract may be terminated at any time after mutual agreement of all parties. Changes in the significant terms of an employment contract that could degrade the worker`s position in relation to the terms of a collective agreement cannot come into force. In public and municipal institutes, universities, etc., clerks, rectors, deans of the faculty, branch managers (Institute) are occupied by persons under 65 years of age, regardless of the closing period of the employment contract. Individuals in the above positions who have reached this age are transferred, after agreeing, to other labour relations corresponding to their qualifications.
A worker has the right to enter into an employment contract with another employer on the terms of the external combination of jobs, unless that code or any other federal legislation prohibits it. The procedures for the Ombudsman`s consideration of a collective conflict are defined by the agreement of the parties with the Ombudsman. The collective agreement may prescribe other categories of workers who may benefit from the preferential right to wealth, while they have the same qualifications and the same productivity rates as others. The conditions of employment of some workers may be covered by the following binding instruments: the collective dispute is managed by the Conciliation Commission within five working days of the award at the time of its creation. The specified time limit can be extended by mutual agreement between the parties and is established in the form of a protocol. Workers are not required to join a union in a given workplace. Nevertheless, most industries, with an average union training of 70%, are subject to a collective agreement. An agreement does not prohibit higher wages and better benefits, but sets a legal minimum, much like a minimum wage. In addition, an agreement on national income policy is often, but not always, reached, bringing together all trade unions, employers` organisations and the Finnish government.
 An employment contract is terminated in the cases indicated in the first part of this article, where it is not possible to transfer an employee to another existing job with his written consent.