在诸多离职操作实践中,员工主动辞职或者双方协商一致解除劳动关系,通常都是较为理想且风险较小的操作模式。但更多情况下,员工严重违纪、严重失职、不胜任解除等情形却最为常见。在这些单方解雇操作中,用人单位往往因为前期证据不充分、规章制度不健全、解雇操作不恰当等原因,给企业带来了本可以避免的“灾难”。那么,该如何掌控这些单方解雇过程的风险呢? In many resignation practices, employee resignation or termination of labor relations by both parties is usually the more ideal and less risky mode of operation. However, in more cases, staff members who are seriously disciplined, have serious dereliction of duty, and are not capable of releasing such cases are the most common cases. In these unilateral dismissal operations, employers often bring “avoidable disasters” to the enterprises because of inadequate evidence in the prior period, inadequate rules and regulations and improper dismissal. So, how to control the risk of these unilateral dismissal process?