Abstract
The legal means of reducing the risks of the employer in labor relations are considered, in particular, the use of the test period when hiring, the mechanism for verifying the employee’s compliance with the position assigned to the work; a comparative analysis of the features of the conclusion of a fixed-term employment contract and the test period for checking an employee entering into work is carried out; the consequences of the expiration of the labor contract and the test period when employment; the ratio of general and special provisions concerning the procedure and conditions for setting deadlines. The article considers the grounds for excluding the establishment of a test period when applying for a job, as well as cases when an employment contract can or should be concluded for a certain period.
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