If an employee cannot come to work on time and does not ask for leave in advance, this is considered absenteeism. The employer may terminate the labor contract in accordance with Article 39 of the "Labor Contract Law" if the employee has any of the following circumstances:

(1) He is employed during the probation period Prove that he/she does not meet the employment conditions;

(2) Seriously violate the rules and regulations of the employer;

(3) Seriously neglect one's duties, commit malpractice for personal gain, and cause significant damage to the employer;

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

(5) The labor contract is invalid due to the circumstances specified in Article 26, Paragraph 1, Item 1 of this Law;

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

Example:

A letter of dismissal is a formal written notice. It contains both notice and certain content information, so it must be strict and organized. Here is a sample text For your reference,

Sample text: Mr. In the case of item X, according to the provisions of Article X, Paragraph

1． Those who do not meet the conditions for employment during the probation period.

2. Serious violation of company rules and regulations.

3. Serious dereliction of duty and 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 are acts of fraud, coercion, and taking advantage of others in the process of concluding or changing a labor contract.

6. be held criminally responsible in accordance with the law.

7． If you are sick or injured not due to work, after the medical treatment period expires, you cannot engage in the original job or other jobs arranged by the company.

8． Incompetent for the job. Even after training or adjusting the job position, the employee is still incompetent for the job.

9． The objective circumstances on which the labor contract was concluded have undergone significant changes, making it impossible to perform the original labor contract, and the parties cannot reach an agreement on changing the labor contract after negotiation.

You need to go through 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 XX, XX, XX.

This is notified

Notifying party (signature or seal)