title: CONCEPT AND CRITERIA FOR FORCED DISMISSAL
metadata.name: dc.contributor.author
metadata.value: Kharitonov, Mikhail M.
metadata.lang: -
metadata.name: dc.date.accessioned
metadata.value: 2020-03-04T10:34:12Z
metadata.lang: -
metadata.name: dc.date.available
metadata.value: 2020-03-04T10:34:12Z
metadata.lang: -
metadata.name: dc.date.issued
metadata.value: 2018-03
metadata.lang: -
metadata.name: dc.identifier.citation
metadata.value: Kharitonov M. M. 2018. CONCEPT AND CRITERIA FOR FORCED DISMISSAL. Pravovedenie 62 (1): 128–148.
metadata.lang: en_GB
metadata.name: dc.identifier.other
metadata.value: https://doi.org/10.21638/11701/spbu25.2018.107
metadata.lang: -
metadata.name: dc.identifier.uri
metadata.value: http://hdl.handle.net/11701/17124
metadata.lang: -
metadata.name: dc.description.abstract
metadata.value: The work is devoted to the study and solution of the problem of the concept of “coercion”
  when terminating an employment contract. Currently, neither the legislation nor the court practice know, what exactly is meant by “compulsion” when the employee makes a
  decision to terminate the employment contract with the employer. The work consistently
  proves that the approaches used to this phenomenon are not universal and do not offer
  recipes for the analysis and resolution of all possible situations. The author found that
  when ascertaining whether there was coercion to dismissal or not, it is not a matter of
  “violence against the will”, but of creating a special situation of choice. This means that
  the wrong one is “wrong” to the “forced” deal, and one in which one of the counterparties
  artificially created a situation in which the other party to the transaction should choose
  between known losing strategies and return to the point before the appearance of this
  choice, he can not. The paper proposes four formal-logical models for determining
  whether the proposed choice is knowingly losing or not with a formally legitimate threat
  (that is, when the realization of a threat is not an act that is prohibited by law). It also offers
  an exhaustive explanation of why the victim, under a formally wrongful threat, always
  chooses between knowingly losing strategies. The developed models are applied by
  the author to eight hypothetical situations of compulsion to dismissal to illustrate their
  practical applicability. Also, the work considers possible exceptions from the scope of
  the proposed models.
metadata.lang: en_GB
metadata.name: dc.description.sponsorship
metadata.value: Research for this article was funded by a grant from the National Research University
  Higher School of Economics, St. Petersburg, Grant N 18-IP-02.
metadata.lang: en_GB
metadata.name: dc.language.iso
metadata.value: ru
metadata.lang: en_GB
metadata.name: dc.publisher
metadata.value: St Petersburg State University
metadata.lang: en_GB
metadata.name: dc.relation.ispartofseries
metadata.value: Pravovedenie;Volume 62; Issue 1 (336)
metadata.lang: -
metadata.name: dc.subject
metadata.value: termination of the employment contract
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: threat
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: coercion
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: forced dismissal
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: violence
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: deals
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: vice of will
metadata.lang: en_GB
metadata.name: dc.title
metadata.value: CONCEPT AND CRITERIA FOR FORCED DISMISSAL
metadata.lang: en_GB
metadata.name: dc.type
metadata.value: Article
metadata.lang: en_GB
resources.filename: 128-148.pdf
resources.url: https://dspace.spbu.ru/bitstream/11701/17124/1/128-148.pdf
resources.format: Adobe PDF
resources.size: 729,09 kB