Question 1: How to write a resignation letter, sample employee dismissal letter Dong'an content? Examples of employee dismissal letters include: Employee Dismissal Letter (1) Mr./Ms.________: According to the provisions of Article________, Clause________ of the labor contract signed between our company and you, we have decided to terminate the contract. Please notify us at _________ I left the company on _________month________. All your treatment will be handled in accordance with ________ regulations. ________ Co., Ltd. Employee Dismissal Letter (2) Mr. (Ms.) _________year________month________day: You and our company sign/renew on _________year________month________day Labor contract, because you have the following circumstances, in accordance with the provisions of Article _________, paragraph________ of the "Company Labor Contract Management System", it has been decided to terminate the labor contract from _________year________month________. 1. Do not meet the employment conditions during the probation period. 2. Serious violation of company rules and regulations. 3. Serious dereliction of duty, malpractice for personal gain, causing significant damage to the company. 4. Establishing labor relations with other employers that seriously affects work or failing to make corrections despite the company's suggestions. 5. There is fraud, coercion, or taking advantage of others in the process of concluding or changing the labor contract. 6. Be held criminally responsible according to law. 7. If you are sick or injured not due to work, after the medical treatment period expires, you will not be able to engage in the original job or other jobs arranged by the company. 8. Incompetent for work. Even after training or job adjustment, he is still incompetent for work. 9. The objective circumstances on which the labor contract was concluded have undergone major changes, making it impossible to perform the original labor contract, and the parties cannot reach an agreement on changing the labor contract through negotiation. You need to complete the following handover procedures: 1.______________; 2.______________; 3.______________. After completing the above matters, go to the personnel department to handle the labor contract termination procedures before _________, month, _________, year_____.

Question 2: How to write a notice of dismissal?

Employees should have a careless attitude in the company's work, repeatedly violate the company's rules and regulations, and rarely complete their daily tasks The amount has caused serious adverse effects to other employees and departments of the company. In this regard, the company has made a decision to terminate the labor contract and terminate the labor relationship.

Notice

Question 3: How to write a notice of dismissal of employees by the unit

According to Article ____ of the labor contract signed between our company and you In accordance with the provisions of Article ____, we have decided to terminate the contract. Please leave our company on ____ month ____, ____.

All your treatment will be handled in accordance with ________ regulations.

________ Limited Liability Company

Year, Month, Day

Notice of Dismissal

XXX

Our company and You signed a labor contract on month and day, 2007, and the two parties established a labor relationship. But during the performance of the labor contract, the company found that you were not qualified for your job and had a poor labor attitude. And because your bad behavior has caused losses to the company, the company has decided to fire you and terminate the labor relationship with you. After receiving this notice of dismissal, please go to the relevant departments of the company to complete the resignation procedures. The company will provide you with economic compensation of one month's salary and corresponding insurance premiums in accordance with the provisions of the labor law. At the same time, after receiving this notice of dismissal, you are not allowed to carry out any business activities in the name of the company, otherwise you will be responsible for all consequences.

Sincerely yours

XXX Co., Ltd.

Year, month, day

Question 4: How to write a report on dismissal of employees, issues regarding dismissal of employees during the contract period : 1. Post adjustment and salary adjustment 1. Does salary adjustment and post adjustment belong to the company’s independent decision-making power? 2. Under what circumstances is salary adjustment and job transfer considered legal? 3. Are compulsory unpaid leave, suspension of employment, and layoff legal? 4. Will the salary necessarily change with the change of position? 5. What are the risks and remedial methods of illegal salary reduction and job reassignment? 6. How to avoid the legal risks of job transfer and salary adjustment through the labor contract? 7. After employees agree to adjust their positions, what procedures should the company go through with the employees to avoid legal risks? 8. Can the adjustment of positions be stated clearly: If no reply is made within 5 days after receiving this notice, it will be deemed as consent? 9. The position agreed in the contract has changed and both parties have performed it for a period of time. Can the employee request that the position be performed according to the position agreed in the contract? 10. When there is a mandatory job and salary adjustment, can the employee propose to terminate the contract and require the company to pay financial compensation? 2. Layoff, dismissal and economic compensation (interspersed with more than 3 cases) 1. What are the reasons for legal termination of a labor contract, and what are the reasons for illegal termination? 2. How to resolve the liability to pay twice the economic compensation caused by illegal termination of the labor contract? 3. How to avoid the risks caused by the hiring department manager dismissing employees without authorization? 4. Should the human resources department or the employing department issue dismissal notices to employees? 5. What advantages and disadvantages does the invalidation of the labor contract bring to the employer, and how can it be used flexibly? 6. If an employee resigns verbally but refuses to submit a written report, what are the risks? 7. If an employee uses his spare time to work in other organizations, can the employer terminate him? 8. Is it legal for an employer to deliberately not arrange work for employees and give them "holidays"? 9. Under what circumstances can an employer fire a "third period" female employee? 10. The company and the employee negotiate to terminate the labor contract and agree in writing on the amount of economic compensation; but the employee later regrets and demands that the company pay the difference in economic compensation. Who will win the lawsuit? 11. Can the "three-phase women and employees with work-related injuries" be negotiated to be terminated? What are the operating techniques? 12. How to properly deal with employees who violate disciplines and regulations? What are the daily issues that hiring department managers should pay attention to? 13. How to write a "Dismissal Notice"/"Disciplinary Notice" to ensure legal punishment and dismissal of employees.

14. How to calculate the period of economic compensation before and after the Labor Contract Law takes effect? 15. What are the techniques for resignation procedures that can protect the interests of the employer without violating the law? 3. Vacuum Zone of Labor Contract Law 1. Does the labor contract drafted by the enterprise need to be filed with the Labor Bureau? Will failure to file it affect its legal validity? 2. When a school student goes to the company for an internship, is there a labor relationship established and existing between the two parties? 3. Will signing a labor contract with an employee who has reached the statutory retirement age be subject to adjustments by the labor law? 4. How do senior executives of companies and enterprises sign labor contracts, whether with the board of directors or with higher-level authorities? 5. If an employee rejoins the company 2 years after leaving his job, can the company agree on a probationary period? 6. During the probation period, if the labor contract is terminated on the grounds that "I am not competent for the job and am still incompetent after transfer or training", do I need to pay financial compensation? 7. How to understand “equal pay for equal work” and what are the operational techniques? 8. How to agree on the range of employees who do not meet the employment conditions to ensure that there is no risk in dismissing employees during the probation period? 9. How to agree on the scope of serious violations of rules and regulations to ensure that there is no risk in dismissing problematic employees? 10. How to agree on the scope of major losses to ensure that there is no risk in dismissing an employee at fault? 11. Workers dismissed for “serious breach of discipline” need to pay financial compensation under the new law. Why? 14. Can the company decide when to arrange marriage leave? Can we take separate breaks? 15. How are wages and benefits paid during the medical period?

Question 5: How to write a dismissal employee report Mr./Ms.________:

According to the provisions of Article ____, Paragraph ____ of the labor contract signed between our company and you , decided to terminate the contract, please leave the company on ____, month, ____.

All your treatment will be handled in accordance with ________ regulations.

________ Limited Liability Company

Year, Month, Day

Document Key Points

The notice of dismissal is used by the company to terminate the labor contract with its employees. of documents. To terminate an employee, a notice must be issued to the employee.

The main contents of the notice of dismissal include the name of the dismissed employee, the reason for dismissal, dismissal benefits and compensation, etc.

Special Tips

The basic requirement for making a dismissal notice is to clearly explain the reasons for dismissal. If an employee is dismissed due to his own reasons, the company has the right to hold the employee responsible for any losses caused to the company and require the employee to bear compensation liability in accordance with the contract; if it is due to the company's own reasons, such as layoffs due to adjustments in industrial structure, The company should provide corresponding compensation.

Question 6: How to write a certificate of termination of the labor contract if the company fires employees to receive unemployment insurance benefits. According to the provisions of Article 14 of the "Unemployment Insurance Regulations", those who enjoy unemployment insurance must meet three conditions: 1. Participate in unemployment insurance in accordance with regulations, and the employer and the individual have fulfilled their payment obligations for one year in accordance with regulations; 2. Those whose employment is interrupted not due to their own will; 3. Those who have registered for unemployment and have job requirements.

Therefore, when an employer dismisses an employee, it is best to state on the termination certificate that it was initiated by the employer and the two parties agreed to terminate the labor contract, which means that the termination was not based on one's own will.

"Unemployment Insurance Regulations"

Article 14 Unemployed persons who meet the following conditions can receive unemployment insurance benefits:

(1) Participate in unemployment insurance in accordance with regulations Insurance, the employer and I have fulfilled the payment obligations for one year in accordance with regulations;

(2) The employment is interrupted not due to my will;

(3) The unemployment registration has been completed, And there are job search requirements.

During the period of receiving unemployment insurance benefits, unemployed persons shall also enjoy other unemployment insurance benefits in accordance with regulations.

Question 7: How to write this report when applying to the superior for dismissal? Question: 1. Adjustment of posts and salary 1. Are salary and post adjustments within the company’s discretion? 2. Under what circumstances is salary adjustment and job transfer considered legal? 3. Are compulsory unpaid leave, suspension of employment, and layoff legal? 4. Will the salary necessarily change with the change of position? 5. What are the risks and remedial methods of illegal salary reduction and job reassignment? 6. How to avoid the legal risks of job transfer and salary adjustment through the labor contract? 7. After employees agree to adjust their positions, what procedures should the company go through with the employees to avoid legal risks? 8. Can the adjustment of positions be stated clearly: If no reply is made within 5 days after receiving this notice, it will be deemed as consent? 9. The position agreed in the contract has changed and both parties have performed it for a period of time. Can the employee request that the position be performed according to the position agreed in the contract? 10. When there is a mandatory job and salary adjustment, can the employee propose to terminate the contract and require the company to pay financial compensation? 2. Layoff, dismissal and economic compensation (interspersed with more than 3 cases) 1. What are the reasons for legal termination of a labor contract, and what are the reasons for illegal termination? 2. How to resolve the liability to pay twice the economic compensation caused by illegal termination of the labor contract? 3. How to avoid the risks caused by the hiring department manager dismissing employees without authorization? 4. Should the human resources department or the employing department issue dismissal notices to employees? 5. What advantages and disadvantages does the invalidation of the labor contract bring to the employer, and how can it be used flexibly? 6. If an employee resigns verbally but refuses to submit a written report, what are the risks? 7. If an employee uses his spare time to work in other organizations, can the employer terminate him? 8. Is it legal for an employer to deliberately not arrange work for employees and give them "holidays"? 9. Under what circumstances can an employer fire a "third period" female employee? 10. The company and the employee negotiate to terminate the labor contract and agree in writing on the amount of economic compensation; but the employee later regrets and demands that the company pay the difference in economic compensation. Who will win the lawsuit? 11. Can the "three-phase women and employees with work-related injuries" be negotiated to be terminated? What are the operating techniques? 12. How to properly deal with employees who violate disciplines and regulations? What are the daily issues that hiring department managers should pay attention to? 13. How to write a "Dismissal Notice"/"Disciplinary Notice" to ensure legal punishment and dismissal of employees. 14. How to calculate the period of economic compensation before and after the Labor Contract Law takes effect? 15. What are the techniques for resignation procedures that can protect the interests of the employer without violating the law? 3. Vacuum Zone of Labor Contract Law 1. Does the labor contract drafted by the enterprise need to be filed with the Labor Bureau? Will failure to file it affect its legal validity? 2. When a school student goes to the company for an internship, is there a labor relationship established and existing between the two parties? 3. Will signing a labor contract with an employee who has reached the statutory retirement age be subject to adjustments by the labor law? 4. How do senior executives of companies and enterprises sign labor contracts, whether with the board of directors or with higher-level authorities? 5. If an employee rejoins the company 2 years after leaving his job, can the company agree on a probationary period? 6. During the probation period, if the labor contract is terminated on the grounds that "I am not competent for the job and am still incompetent after transfer or training", do I need to pay financial compensation? 7. How to understand “equal pay for equal work” and what are the operational techniques? 8. How to agree on the range of employees who do not meet the employment conditions to ensure that there is no risk in dismissing employees during the probation period? 9. How to agree on the scope of serious violations of rules and regulations to ensure that there is no risk in dismissing problematic employees? 10. How to agree on the scope of major losses to ensure that there is no risk in dismissing an employee at fault? 11. Workers dismissed for “serious breach of discipline” need to pay financial compensation under the new law. Why? 14. Can the company decide when to arrange marriage leave? Can we take separate breaks? 15. How are wages and benefits paid during the medical period?

Question 8: How to write a notice of dismissal to an employee. Template 1 of a notice of dismissal to an employee

Mr./Ms.:

Because of , the company has decided to dismiss you. Please follow the company's relevant regulations and complete all work handover procedures before the day of the year after receiving this notice.

This is to be notified

Zhanjiang Baiji Watch Co., Ltd. Human Resources Department

Date of X, March X, 20XX

Template of Employee Dismissal Notice 2

Notice of Dismissal

xxx, our company signed a labor contract with you on the 20th, and the two parties established a labor relationship. However, during the performance of the labor contract, the company discovered You are not qualified for your job and have a poor work attitude. And due to your bad behavior...

This is to notify

XXX Company

X, month, X, 20XX

Relevant knowledge points:

Article 25 does not fall within the scope of financial compensation stipulated in Article 28. Therefore, employees must There is no financial compensation (compensation) for those who are dismissed due to absence from work.

Question 9: How to write a good description of the company's dismissal of employees? It is best to state the actual situation and clearly state the reasons.

If it is based on Article 39 of the Labor Contract Law, you should also pay attention to retaining evidence.

Article 39 If an employee has any of the following circumstances, the employer may terminate the labor contract:

(1) During the probation period, he is proven not to meet the employment conditions;

(2) Serious violation of the employer’s rules and regulations;

(3) Serious dereliction of duty, malpractice for personal gain, causing significant damage to the employer;

( 4) The employee establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the employer, or refuses to make corrections after the employer proposes;

(5) Due to Article 2 of this Law The circumstances specified in the first paragraph of Article 16 render the labor contract invalid;

(6) Being investigated for criminal liability in accordance with the law.

Question 10: How to write a dismissal notice for dismissing employees

Mr./Ms.:

According to the relevant regulations of the company and your work performance and performance, after The company has decided after research that the company will terminate the employment relationship with you starting from month, year . Regarding economic compensation, we will refer to relevant national and provincial and municipal regulations and will make further announcements.

Thank you very much for your hard work in our company!

At the same time, I wish you better development in the future!

The reasons for dismissal are as follows:

1.

2.

3.

Employee name, department position, entry date

Person in charge of XX company (signature):

Company seal

Year, month, day