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“严重违反用人单位的规章制度”可能是目前企业在单方解除员工劳动关系时,使用得最多的解除依据了。因为这个依据,不像“严重失职”那样需要准备一系列诸如工作职责、严重程度、重大损害、因果关系等证明材料,也不像“不胜任工作”那样需要经过复杂的调岗培训程序,最后还得支付一笔不菲的经济补偿。它只要员工存在相关的违纪事实,企业有对应的制度依据,就可以“兵不血刃”地帮助企业处理好“问题员工”。殊不知,千里之堤,溃于蚁穴。有时候,企业的规章制度中的一点小纰漏,就可能让企业背上“违法解除”的惨重代价。
“Serious violation of the employer’s rules and regulations ” may be the most enterprises in the unilateral termination of labor relations, the most widely used to lift the basis. Because of this, unlike the “serious dereliction of duty”, there is no need to prepare a series of supporting materials such as job responsibilities, seriousness, major damage, causation, or the like, and do not need to undergo complicated transfer of duties like “incompetent work” Training procedures, and finally have to pay a handsome financial compensation. As long as the employee has the relevant disciplinary facts, and the enterprise has the corresponding system basis, it can help the enterprise deal with the “problem employee” without “bleeding no expense”. As everyone knows, miles in the embankment, collapse in the nest. Sometimes, a small mistake in the rules and regulations of an enterprise may make the enterprise carry a heavy price of “breaking the law”.