After receiving the decision to cancel the employment contract, whether it is a notice due to business reasons, a personally conditional dismissal, a dismissal conditioned by the concealed behavior of employee or a dismissal due to dissatisfaction with the probationary period, the employee must pay special attention to the length of the notice period, whether he is obliged or relieved of work during the notice period, and to the amount of severance allowance in case the employee has been employed for more than 2 (two) years uninterrupted, as well as to the number of the day of unused holiday.