Доказательства и порядок исчисления трудового стажа
practical Handbook devoted to the problems of proof in criminal procedure of Russia, which, as a Central part of criminal proceedings, covers all of its stages and is the only legitimate action to establish a legally significant circumstances relevant to the criminal case. Based on detailed analysis of court practice discusses the features of the gathering, verification, evaluation and use of evidence to establish the circumstances of the events under investigation, the protection of individuals from illegal and unwarranted accusation, conviction and restriction of rights and freedoms, as well as the prosecution and appointment guilty fair punishment. Special attention is paid to the most typical errors, often by officials and state bodies, since knowledge of these errors allows you to avoid making illegal, unreasonable decisions to improve the quality and efficiency of the criminal procedural activities.-*/
The article is devoted to the procedural and substantive problems of individual labor disputes legal regulation in Russia. A special attention is given to: territorial jurisdiction, procedural terms (including terms of labor disputes and periods of limitation), different types of evidence and prooving in consideration of labor disputes in courts. The author stresses the difficulties faced by employees in the provision of evidence (including written documents, documentary, witnesses, etc.). The author disclosed imperfections of dismissal legislation, that prevents employee from admission in court that his dismissal is illegal and reinstatement by court is difficult. Our study makes it possible to arrive at the following key conclusions: 1. The applicable civil procedure and labor legislation about the consideration and settlement of labor disputes fails to include the principle of procedural equality of the parties. 2. The rule for the territorial jurisdiction of labor disputes set forth by Article 28 of the RF CPC (in the area of the respondent’s location) and the lack of a possibility of alternative consideration reduces the principle of impartial judicial litigation to zero. 3. Limited timeframes established for consideration of labor relations by courts prevent full judicial litigation. 4. Special timeframes for a worker to appeal to the court prescribed by Article 392 of the RF LC put him or her on unequal terms with the employer. 5. The rule forbidding a worker to add non-notarized copies of written evidence to the case materials predetermines the outcome of a court dispute. 6. A worker has no real possibility to prove that his or her rights have been violated by using the evidence of witnesses that are still employed by the employer. 7. A court’s right to refuse to satisfy a worker’s motion to conduct an expert evaluation of documents made available by the employer prevents the truth from being established in the case. 8. Lack of a procedure strictly established by law for dismissing workers for each of the grounds violates the principle of judicial practice uniformity.
The chapter focuses on seniority