Рапорт на увольнение. Как уволиться из армии. Составление заявления.

Гражданину, который решил сменить место работы, достаточно подготовить соответствующее заявление. При этом ему совсем необязательно указывать причины своего поступка.

У военных документ об уходе называется рапорт. Чтобы досрочно расторгнуть трудовые отношения с армией, необходимо предъявить достаточно веские доводы. Лица, проходящие воинскую службу по договору, редко увольняются по собственной инициативе. Не многие знают, как правильно подготовить рапорт на увольнение военнослужащего по контракту.

Порядок увольнения из армии

В 2018 году увольнение из армии происходит по следующему порядку:

1. В первую очередь, следует подготовить документ о своем уходе. В тексте бумаги необходимо указать причины увольнения и подтвердить их документально.
2. Рассмотрением поданного рапорта занимается специальная комиссия, которой командующий направит документ.
3. После рассмотрения бумаги последует устная беседа. Военнослужащему придется убедить комиссию в серьезности причин своего ухода. В противном случае расторгнуть трудовое соглашение по своему желанию не получится.
4. Вынесенный членами комиссии вердикт оглашают работнику и заносят в соответствующий протокол.
5. Последнее слово остается за командиром части. Он-то и озвучивает окончательное решение.

Любой военнослужащий-контрактник вправе уйти со службы раньше установленного срока. Для этого потребуется соблюсти все требования.

Почему могут уволить

законодательству (ст.51 Закона «О воинских обязанностях»), предусмотрены определенные критерии, на основании которых военнослужащий может быть уволен. Вот они:

• Истечение срока действия заключенного договора или срока службы по призыву (увольнение со срочной службы).
• Возрастное ограничение. Достигнув определенного возраста, служащий вправе подать рапорт. Если он решил продлить контракт, помимо основной оплаты, ему причитается пенсионная выплата.
• Признание военного негодным для дальнейшего прохождения службы. Подтвердить факт ухудшения состояния здоровья может только экспертная комиссия. Служащий получит соответствующее заключение.
• Лишение военного его звания.

Последнее может произойти по нескольким причинам:

• Заключение служащего под стражу.
• Вынесение обвинительного приговора в отношении военного.
• Утрата доверия командования.
• И прочее.

Расторгнуть заключенный контракт раньше положенного срока можно при наступлении следующих обстоятельств:

• Смена воинского подразделения.
• Мероприятия, направленные на уменьшение штата в том учреждении, где работник проходил воинскую службу.
• Нарушение условий подписанного соглашения.
• Несоблюдение установленных правил, игнорирование непосредственных обязанностей.
• Личная инициатива сотрудника. Потребуется обозначить причины своего решения и подтвердить их имеющимися бумагами.

Обратите внимание: расторжение контракта и уход со службы подразумевает увольнение в запас. Если начнутся военные действия, уволенный будет мобилизован. Это правило не распространяется на тех, кто ушел по состоянию здоровья.

Приемлемые причины

Чтобы убедить аттестационную комиссию, контрактнику нужно подготовить веские доводы. Таковыми являются:

• Проживание родителей или семьи служащего за пределами страны.
• Недостаточная оплата. При этом военному потребуется предоставить документы о совокупном доходе обеспечиваемой им семьи. Принимать решение комиссия будет, основываясь на действующем прожиточном минимуме.
• Наличие малолетних детей. Если супруг/супруга не выполняет своих родительских обязательств, военный может уволиться по собственной инициативе.
• Ухудшение состояния здоровья. Эта причина актуальна только в случае, если военнослужащий по контракту – беременная женщина.
• Смерть кого-либо из близких людей является достаточно веской причиной, поскольку может надолго нарушить привычный уклад военного и выбить его из колеи.

Все названные причины считаются уважительными и требуют подтверждения соответствующими документами. Их наличие позволяет работнику рассчитывать на одобрение его заявления.

Если бумагу отклонили

Случаев, когда члены комиссии отклоняют поданный рапорт на уход из вооруженных сил, предостаточно. Военнослужащему следует обратиться за консультацией к сотрудникам юридической фирмы, которая специализируется на указанных делах. Они посодействуют в обжаловании решения. Оспорить постановление не представляется возможным, а вот доказать законность и серьезность своих доводов вполне реально. Разрешением сложившейся ситуации будет заниматься суд.

Окончание контракта

Покинуть ряды вооруженных сил можно по окончании установленного контракта. Причем командование может предложить военному заключить новый договор. Обратите внимание: согласно законодательству, руководство не вправе удерживать работника и препятствовать его уходу.

Приняв решение, служащий обязан сообщить о нем своему командованию. Он вправе продлить имеющийся контракт или заключить новый. По закону, договор можно продлить более положенного, если наступил особый период (ведение боевых действий). В это же время всех служащих могут мобилизовать как военнообязанных. Если же военный решил прекратить армейскую службу, его обязаны уволить в соответствии с принятыми правилами.

Важно: рапорт на увольнение по окончании контракта следует подать за 3 месяца до наступления этой даты.

Текст рапорта

Чтобы понять, как написать рапорт на увольнение, следует ознакомиться с правилами написания стандартного заявления. Форма рапорта состоит из следующей информации:

1. Ф.И.О, должность и звание руководителя, на имя которого составлена бумага. Допускается обозначить подразделение. Данная информация указывается в «шапке» документа (правый верхний угол).
2. По центру листа проставляется название бумаги. В данном случае «Рапорт».
3. Суть документа – просьба о расторжении имеющегося контракта. При этом важно не забыть указать причину увольнения и дать согласие на выполнение специальных экспертиз. Следует ссылаться на соответствующие статьи законодательства (ст. 51 ФЗ №53).
4. Потребуется информация о комиссариате, в который в дальнейшем обратится военнослужащий для постановки на учет. Необходимо обозначить конкретное местоположение учреждения для передачи документов.
5. При увольнении по причине ухудшения здоровья сотрудник должен быть готов к проведению независимого медицинского освидетельствования. О своей готовности (либо об обоснованном отказе от процедуры) следует сообщить в заявлении.
6. В конце документа проставляется дата и подпись, а также Ф.И.О, должность и звание заявителя.
7. Завершает рапорт на увольнение из ВС РФ перечень приложенных справок и бумаг.

Образец рапорта на увольнение военнослужащего можно скачать здесь

Образец рапорта на увольнение военнослужащего по окончанию контракта можно скачать здесь

Расторжение договора для сотрудника армии таит в себе некоторые трудности. Если ознакомиться с ними заранее и подготовить необходимую документацию, увольнение не вызовет сложностей.

90000 What is Voluntary Dismissal? (With pictures) 90001 90002 A voluntary dismissal is a legal term referring to a plaintiff revoking a civil suit before any action has taken place. The rules for this procedure differ from country to country, but they generally follow the same course of action. There also are a few ways to have a dismissal if the proceedings already have begun. A terminated lawsuit usually consists of surprisingly little paperwork.90003 90004 Cases are voluntarily dismissed if an agreement is reached in mediation. 90002 A voluntary dismissal occurs when a civil suit is canceled by the party who brought the case to court, commonly called the plaintiff.In most legal systems, these happen only in a civil procedure. For example, in the United States, there can not be a voluntary dismissal in a criminal case. There normally are a few rules about when the dismissal can occur. In the U.S., the notice of voluntary dismissal must be submitted before the defendant has taken any action, meaning making a motion or filing an answer. 90003 90007 A voluntary dismissal is a legal term referring to a plaintiff revoking a civil suit before any action has taken place.90002 The paperwork involved in a dismissal generally is a single sheet of paper. It simply states that the case is being withdrawn from consideration. Generally, an attorney needs no more information than the plaintiff and defendant’s names, the date, the case number and the plaintiff’s signature.90003 90002 Want to automatically save time and money month? Take a 2-minute quiz to find out how you can start saving up to $ 257 / month. 90003 90002 Many times, a voluntary dismissal is submitted after the defendant has begun taking action. This requires a little more effort but still is generally considered a simple process.The plaintiff’s legal team must work with the defendant’s team because they both must agree to a dismissal at this stage. In many countries, including as the U.S., there is another simple form that must be filled out to accomplish this task. 90003 90002 After a case has been dismissed, it can be restarted and brought back before a court. Several nations and their legal systems have rules about how many times a civil suit can be dismissed.This prevents a case from being dragged on for an infinite amount of time and provides a fast trial for all parties involved. In the U.S., for example, after a trial has been voluntarily dismissed twice, it can not be brought back before a judge. 90003 90002 There are many reasons for a terminated lawsuit. Some are dismissed because an out-of-court settlement has been reached between the two parties, and others are dismissed in order to allow the plaintiff’s legal team to prepare better and to collect evidence for the trial.No matter what the reason for a dismissal, many legal systems have an established structure and limits to a voluntary dismissal in order to ensure a fair and quick trial. 90003 .90000 voluntary dismissal — Translation into Spanish — examples English 90001 90002 90003 These examples may contain rude words based on your search. 90004 90002 90003 These examples may contain colloquial words based on your search. 90004 90002 Directors discussed with trade unions and have prepared proposals for anyone who supports 90009 voluntary dismissal 90010. 90004 Administración discutió con los sindicatos y había sido la preparación de las ofertas para cualquier persona que apoya 90009 despido voluntario 90010.90002 As established in article 44 of Law 7/1996 from the 15th of January on Retail Commerce (Ordenación del Comercio Minorista) we inform you that our products, due to their special nature, are not subject to the Right to 90009 voluntary dismissal 90010 90004 Tal y como establece el artículo 44 de la Ley 7/1996, de 15 de enero, de Ordenación del Comercio Minorista les informamos que nuestros productos, dada su especial naturaleza, no están sujetos al Derecho de 90009 desistimiento 90010.90002 Suggest an example 90004 90022 Other results 90023 90002 A succession of positions always seemed to end in 90009 voluntary 90010 resignation or 90009 dismissal 90010 and eventually, financial hardship. 90004 Una sucesión de puestos siempre pareció terminar en renuncia 90009 voluntaria 90010 o 90009 despido 90010 y, eventualmente, en dificultades financieras.90002 In general, the right to security of employment may be suspended as a result of disciplinary measures, 90009 voluntary 90010 resignation, 90009 dismissal 90010 or removal from post. 90004 En general, el derecho a la estabilidad del empleo puede verse afectado por sanciones disciplinarias, renuncia 90009 voluntaria 90010, 90009 despido 90010 o revocación. 90002 90009 Dismissals 90010 have taken the form of «90009 voluntary 90010 resignations» and employees are reportedly pressured by the management and / or local authorities to submit a letter of resignation.90004 90009 Los despidos 90010 han adoptado la forma de «dimisiones 90009 voluntarias 90010» y, al parecer, los directivos o las autoridades locales presionan a los empleados para que presenten una carta de dimisión. 90002 A worker whose contract is unlawfully terminated may be entitled to compensation. In general, it may be said that the right to stability of employment is a somewhat unclear concept in Togo, owing to the prevalence of disciplinary measures, 90009 voluntary 90010 separation, layoffs and 90009 dismissal 90010.90004 De una manera general, el derecho a la estabilidad del empleo puede ser objeto de bloqueos debido a sanciones disciplinarias, a la dimisión 90009 voluntaria 90010, al 90009 despido 90010 o a la revocación. 90002 Itaipu does not manage information such as gender, type of contract and journey of such workers Termination 90009 Dismissals 90010 occur mostly via the Permanent Program for 90009 Voluntary 90010 Termination (PPDV).90004 Itaipu no posee administración de informaciones como género, tipo de contrato y jornada de eses trabajadores.Demisiones Las 90009 dimisiones 90010 ocurren, en su mayoría, a través del Programa Permanente de Demisión 90009 Voluntaria 90010 (PPDV). 90002 From the disciplinary standpoint, however, we would stress that there have already been several 90009 voluntary 90010 resignations before the case was closed, one 90009 dismissal 90010 and several disciplinary measures taken.90004 Sin embargo, en el plano disciplinario, se han producido varias dimisiones 90009 voluntarias 90010 antes de finalizar la instrucción y un caso de 90009 destitución 90010, y se han impuesto varias sanciones disciplinarias. 90002 DISCIPLINARY 90009 DISMISSAL 90010 BASED ON REDUCED PERFORMANCE LEVELS Judgment of the Labour Chamber of the High Court of Justice of Castile and Leon dated 9 October 2014 The dispute arose from a disciplinary 90009 dismissal 90010 on the grounds of a continuous and 90009 voluntary 90010 decrease in an employee’s performance levels.90004 90009 DESPIDO 90010 DISCIPLINARIO POR DISMINUCIÓN DEL RENDIMIENTO Sentencia del Tribunal Superior de Justicia de Castilla y León, Sala de lo Social, de 9 de octubre de 2014 La controversia trae causa de un 90009 despido 90010 disciplinario derivado de una disminución del rendimiento del trabajador continuada y 90009 voluntaria 90010. 90002 Newly recruited disadvantaged or disabled employees should only fill newly created posts or posts that have fallen vacant following 90009 voluntary 90010 departure, disability, retirement on grounds of age, 90009 voluntary 90010 reduction of working time or lawful 90009 dismissal 90010 for misconduct.90004 Los nuevos empleados desfavorecidos o discapacitados solamente deben cubrir puestos recientemente creados o los que hayan quedado vacantes por baja 90009 voluntaria 90010, incapacidad, jubilación por edad, reducción 90009 voluntaria 90010 de la jornada laboral o 90009 despido 90010 legal por mala conducta. 90002 The players affected had the highest wages in the club and were dismissed in order to hire other players at a lower cost.The players were included in a collective 90009 dismissal 90010 procedure (in the context of 90009 voluntary 90010 insolvency proceedings) that affected other employees of the company. 90004 Los jugadores en cuestión fueron incluidos en un expediente de regulación de empleo ( «90009 ERE 90010») (instado en el seno del concurso 90009 voluntario 90010 en que estaba incurso el Club, por evidentes causas económicas) que afectó a otros trabajadores de la empresa .90002 Support was given to the suggestion that the section be redrafted to apply to both 90009 voluntary 90010 and involuntary proceedings and the title amended to, «Denial of the application to commence or 90009 dismissal 90010 of proceedings». 90004 Se apoyó la sugerencia de que se modificara el texto de la sección a fin de que abarcara los procedimientos tanto 90009 voluntarios 90010 como involuntarios y que se titulara «Desestimación de una solicitud de apertura o 90009 exclusión 90010 de un procedimiento».90002 Cessation of the Board [edit] Members of the Board may leave their posts by 90009 voluntary 90010 resignation sent to the Board, by individual or collective 90009 dismissal 90010 granted by the General Assembly, or by the expiration of the term of office. 90004 Cese [edit] Los miembros de la Junta Directiva podrán cesar en su cargo por renuncia 90009 voluntaria 90010 comunicada a la Junta Directiva, por 90009 destitución 90010 individual o colectiva acordada por la Asamblea General, o por la expiración de su mandato.90002 The Greek Government has — with reference to one example of a private sector redundancy package — argued that a normal company would, in the context of 90009 voluntary 90010 redundancy plans, offer around twice the redundancy compensation required by law for 90009 dismissals 90010. 90004 El Gobierno griego, refiriéndose a un ejemplo de prima de despido en el sector privado, alegó que una empresa normal, en un plan de despido 90009 voluntario 90010, ofrecería aproximadamente el doble de la compensación por despido exigida por la Ley de 90009 despidos 90010.90002 If not, have the post or posts fallen vacant following 90009 voluntary 90010 departure, retirement on grounds of age, 90009 voluntary 90010 reduction of working time or lawful 90009 dismissal 90010 for misconduct and not as a result of redundancy? 90004 En caso negativo, ¿los puestos han quedado vacantes a raíz de la 90009 dimisión 90010 del trabajador, de su jubilación por motivos de edad, de la reducción 90009 voluntaria 90010 del tiempo de trabajo o de su 90009 despido 90010 disciplinario procedente y no de resultas de su despido? .90000 Voluntary and Involuntary Bankruptcy Dismissal 90001 90002 Written by: Kristy Welsh 90003 90004 90005 Last Updated: October 3 2017 90006 90007 90004 A bankruptcy petition can be either 90009 discharged 90010 or 90009 dismissed 90010 after it has been filed. Should your bankruptcy be discharged, this means that you have met the terms of your agreement, and your bankruptcy has been completed. A dismissal, however, occurs when the petitioner does not meet the terms of the bankruptcy.Bankruptcy dismissal may be either voluntary or involuntary. 90007 90014 Voluntary Dismissals 90015 90004 A voluntary dismissal occurs when an individual decides that filing for bankruptcy was a mistake. You may wish to request a voluntary dismissal if the court informs you that the primary debt you wished to discharge is not dischargeable or you find employment that will permit you to successfully pay off your debts without the aid of the bankruptcy court. 90007 90004 If your bankruptcy case was filed under Chapter 13, you may secure a voluntary dismissal merely by filing a formal request for dismissal with the court.Should you choose to stop making payments to the bankruptcy trustee, this will also result in your Chapter 13 bankruptcy being dismissed. 90007 90004 Unfortunately, if you file under Chapter 7 of the U.S. Bankruptcy Code you may not have the same freedom to be granted a dismissal at any time. Once a Chapter 7 case is filed, it is up to the judge in the case as to whether or not to grant you a voluntary dismissal. 90007 90014 Involuntary Dismissals 90015 90004 An involuntary bankruptcy dismissal occurs if you fail to meet the requirements of the court.This can be as simple as neglecting to file paperwork with the bankruptcy court or pay a fee. Your bankruptcy may also be dismissed if you fail to seek government approved credit counseling or have neglected to file any of your tax returns over the previous four years. 90007 90004 When you stop making payments to the bankruptcy trustee on your Chapter 13 bankruptcy repayment plan, the court will issue an involuntary dismissal. Your decision to stop making payments, however, is a voluntary one.90007 90014 Reinstating Your Dismissed Bankruptcy 90015 90004 If your bankruptcy was involuntarily dismissed, you may have the option to have the bankruptcy reinstated. When working to get your case reinstated, it is vital that you move quickly. Depending on your state of residence, you will have a very limited amount of time in which to plead your case before the dismissal becomes permanent. 90007 90004 Your first step should be to find out why the bankruptcy was dismissed.If the reason is not present on the formal notice of dismissal you were sent by the court, visit the courthouse and inquire about the reason the bankruptcy was dismissed. In the majority of cases, a bankruptcy is dismissed due to a simple oversight on the part of the debtor or his attorney. This is known as an administrative dismissal. To combat an administrative dismissal, you or your attorney must file a Motion to Reconsider with the bankruptcy court. You must also provide the court with any missing paperwork or fees.90007 90004 If your bankruptcy dismissal occurs due to information provided by your creditors, you may have a more difficult time having your bankruptcy case reinstated. At this point, you will be required to present new evidence to the court formally contesting your creditors ‘statements. Should the bankruptcy court decide in your creditors ‘favor, you have the option to file an appeal and request a hearing on the case. Unless you are positive that you no longer wish to pursue a bankruptcy, it is important that you adhere to all of the requirements of the bankruptcy court to prevent your bankruptcy from being dismissed.Once your bankruptcy is no longer in effect, you will lose the court’s protection from creditor lawsuits, foreclosure, and repossession. 90007 90014 Filing a Second Bankruptcy After Dismissal 90015 90004 If you are unable to have your bankruptcy reinstated or change your mind after requesting a voluntary dismissal, you have the right to file for bankruptcy again. Federal restrictions state that you must wait 180 days after your bankruptcy dismissal before attempting to file for bankruptcy a second time.It is irrelevant whether your initial bankruptcy was filed under Chapter 7 or Chapter 13, if it was dismissed prior to being discharged. 90007 90004 You must remember that a bankruptcy is recorded on your credit report as soon as it is filed with the court. The bankruptcy filing then may appear on your credit report for the full duration of the federal reporting period even if it was dismissed. Filing a second bankruptcy will result in yet another bankruptcy record being placed on your credit report and your credit score will drop by a significant amount.90007 .90000 Unfair dismissal | FWC Main Site 90001 90002 Coronavirus (COVID-19) & unfair dismissal cases 90003 90004 The current coronavirus (COVID-19) situation is affecting how we deal with unfair dismissal cases. 90005 90004 You can still make an unfair dismissal application during this time. 90005 90004 For everyone’s safety, we have closed our counters. 90009 We are no longer accepting applications in-person or by post 90010. We ask that you: 90005 90004 If you’re having trouble lodging an application, please call us on 1300 799 675.90005 90004 The 21 day time limit for lodgment still applies. 90005 90004 If you are involved in an unfair dismissal case that’s already underway, it will continue to proceed. We are trying as hard as we can to help resolve cases as quickly as possible, but our operations have been affected along with all Australian workplaces. 90005 90004 You may find that your case takes longer than normal to process. It is also likely that, if your case can not be resolved by phone conciliation, any hearing or conference will happen by phone or videoconference.This means that we can deal with your entire case without you having to come in to the Commission. 90005 90004 For more detail about these changes, please read our full Coronavirus (COVID-19) updates & advice. 90005 90002 Introduction 90003 90004 A person has been dismissed from their employment when: 90005 90026 90027 their employment has been terminated at the initiative of the employer, or 90028 90027 they have resigned their employment but the resignation was forced by something the employer did.90028 90031 90004 If you have been dismissed from your employment you may be able to make an application to the Fair Work Commission under either unfair dismissal or general protections dismissal laws. Applications under these laws must be received by the Fair Work Commission 90009 within 21 days 90010 of your dismissal taking effect. 90005 90004 To understand the key differences between these applications, and to decide whether one of these applications may be appropriate for you, see the Termination of employment page.90005 90004 If eligible, you can make an application to the Fair Work Commission under either unfair dismissal or general protections dismissal laws: 90005 90004 90041 90042 90005 90044 Workplace Advice Service 90045 90004 The Commission has launched a Workplace Advice Service, to provide access to free legal assistance to eligible persons, including small business employers seeking employment law advice. 90005 90004 Find out more by visiting our Where to get legal advice page. 90005 90002 What is an unfair dismissal? 90003 90004 If you have been unfairly dismissed or sacked by your employer, or you were forced to resign because of something your employer did, you may be able to make an application to the Fair Work Commission for reinstatement (getting your job back) or compensation.This is called an unfair dismissal claim. 90005 90004 Your dismissal may be considered unfair if: 90005 90026 90027 you were dismissed, and 90028 90027 your dismissal was harsh, unjust or unreasonable, and 90028 90027 your dismissal was not a case of genuine redundancy, and 90028 90027 if you were employed by a small business, your dismissal was not consistent with the Small Business Fair Dismissal Code. 90028 90031 90004 It is important to understand that the Commission will not investigate the circumstances of your dismissal.If you make an unfair dismissal claim and a hearing is held you will need to provide evidence to the Commission to show that your dismissal was unfair. 90005 90004 Only a Commission Member can officially decide whether or not your dismissal was unfair. 90005 90002 Who can apply? 90003 90004 The Fair Work Commission is limited by law in the unfair dismissal claims that it can deal with — this is called its ‘jurisdiction’. 90005 90004 To make an application you must: 90005 90026 90027 lodge your application 90009 within 21 days 90010 of dismissal becoming effective 90028 90027 be covered by the national workplace relations system 90028 90027 be an employee who has been dismissed, and 90028 90027 meet eligibility criteria, including the minimum employment period.90028 90031 90004 An employer can lodge a jurisdictional objection (PDF) if they believe their dismissed employee does not fall within the Commission’s jurisdiction. This means the employer is saying the Commission does not have the power to deal with the claim. If the objection is upheld the unfair dismissal claim will be dismissed. For more details, watch our video What are jurisdiction hearings ?. 90005 90004 To find out if you are eligible to apply, take our Unfair dismissal eligibility quiz.90005 90002 Defining a small business 90003 90004 The 90095 Fair Work Act 2009 90096 defines a small business as a business with 90009 fewer than 15 employees 90010. 90005 90004 This is calculated on a simple headcount of all employees (including casual staff) who are employed on a regular and systematic basis. 90005 90004 Go to the Unfair dismissals benchbook to find out more about the definition of regular and systematic work. 90005 90004 If you’ve received notice from the Fair Work Commission about an application for unfair dismissal (unfair ending or termination of employment), it means: 90005 90106 90027 Someone believes that you or your company has ended their employment unfairly.90028 90027 By making an application to the Commission, they have started a legal action against you seeking a remedy for the alleged unfair dismissal. No decision has been made, or result determined yet. 90028 90027 You have the right to respond to the application using the correct form / s, including outlining why you may object to the application. The Commission needs this information to progress (or, if appropriate, close) the application. 90028 90027 Usually, you or your company will then be given a time and date for a conciliation conference — this is a voluntary process where Commission staff try to help both sides resolve the dispute without the need for a more formal hearing before a Commission Member.Staff conciliators do not make decisions about the merits of the application. 90028 90027 If it can not be resolved at conciliation, the application will be sent to a Commission Member for a decision. 90028 90117 90004 If you think your employment ended unfairly (you were dismissed or your employment was terminated unfairly): 90005 90106 90027 You can start a legal action against your employer by applying to the Fair Work Commission using the correct form and paying a fee. 90028 90027 The Commission will send a copy of your application to your former employer, and they will be given the chance to respond to your application.90028 90027 Usually, you will be given a time and date for a conciliation conference — this is a voluntary process where Commission staff try to help both sides resolve the dispute without the need for a more formal hearing before a Commission Member. Staff conciliators do not make decisions about the merits of the application. 90028 90027 If it can not be resolved at conciliation, the application will be sent to a Commission Member for a decision. 90028 90027 If the application is sent to a Commission member for hearing, the remedies the Commission can order are limited by the law (the 90095 Fair Work Act 2009 90096), and can include: 90026 90027 reinstatement (getting your job back) 90028 90027 compensation (can not be more than 26 weeks ‘pay, and can not include compensation for shock, hurt or humiliation) 90028 90027 non-financial remedies (eg a written statement of service).90028 90031 90028 90117.