An employer may compensate for the use of the employee's car for business, provide medical insurance and other incentives, and may require employees to take business trips. The labor contract may contain a confidentiality clause. Finally, an employer should list a position's necessary qualifications and skills. Such a list can be used as criteria for evaluating the employee's qualifications and performance, an important step in terminating a poorly-performing worker. The KZOT provides broad grounds for terminating a labor agreement, generally favoring the employee.
Employees are generally free to quit their jobs upon two weeks' notice.
They may withdraw the notice within the two weeks and continue working, unless the position has been offered to another person with stronger statutory labor rights. Workers on temporary disability or annual leave may not be terminated except when an organization is being liquidated. Expectant mothers, women with children, and those under age eighteen enjoy preferential hiring, transfer, and firing rights. Finally, where collective bargaining agreements exist, consent of the labor union is often required before termination. In some cases, a terminated employee must receive at least two weeks' severance pay.