Dismissal of employees is not allowedGenerally speaking, whether an employee could be dismissed was not solely determined by their length of service, but by whether the employee violated the labor law and relevant national laws. If an employee seriously violated the labor law, the employer could dismiss him.
However, under the following special circumstances, even if the employee did not violate the labor law, the employer could not dismiss the employee:
1. The laborers who are engaged in the operations that are exposed to the occupational disease have not undergone the health examination for the occupational disease before leaving the post, or the patients suspected to have occupational diseases are undergoing diagnosis or medical observation;
2. Those who suffer from occupational diseases or work-related injuries and are confirmed to have lost or partially lost their ability to work in their own units;
3. Sick or injured non-work-related, within the prescribed medical treatment period;
4. Female employees during pregnancy, childbirth, or breast-feeding period;
5. Having worked in the unit for 15 years in a row and less than five years from the legal retirement age.
In addition, if the employer needs to lay off employees due to business difficulties, the old employees who have worked for more than ten years should be given priority to retain them; If they have worked in an enterprise for more than fifteen years and are less than five years away from retirement age, the employer may not terminate the labor contract by virtue of article 40 of the labor contract law without fault, or by virtue of article 41 of the labor contract law.
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11 diseases that do not allow dismissalIf the laborer is in any of the following circumstances, the employer shall not terminate the labor contract in accordance with the provisions of articles 40 and 41 of the Labor Contract Law:
1. The laborers who are engaged in the operations that are exposed to the occupational diseases have not undergone the pre-departure occupational health examination, or the patients suspected to have occupational diseases are undergoing diagnosis or medical observation;
2. Those who suffer from occupational diseases or work-related injuries and are confirmed to have lost or partially lost their ability to work in their own units;
3. Sick or injured non-work-related, within the prescribed medical treatment period;
4. Female employees during pregnancy, childbirth, or breast-feeding period;
5. Having worked in the unit for 15 consecutive years and less than five years before the legal retirement age;
6. Other circumstances stipulated by laws and administrative regulations.
In the civil service system, civil servants who were sick or injured and were in the prescribed medical treatment period could not be dismissed. If a civil servant suffered from mental illness and lost his or her ability to act, he or she could be dismissed due to illness. However, during the medical treatment period, his or her work rights and interests would be protected.
There was no explicit mention of 11 specific diseases that could not be dismissed. It was necessary to determine whether an employee should not be dismissed according to the above-mentioned legal circumstances.
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Su Yang's appointment and dismissalSu Yang was a character in a fictional novel. The appointment and dismissal of characters needed to refer to the plot and setting of the novel. In the novel, Su Yang's character appointment and dismissal may involve his identity, status, role setting, etc. Therefore, it needs to be answered according to the plot and setting of the novel.
There was a novel about the dismissal of the Dragon Special ForcesI'm not sure which novel you're referring to. However, according to my understanding, the story of the Dragon Special Forces being fired isn't very common. It might have been designed by some authors to portray the protagonist's experience. If you can provide more background information or the specific title of the novel, I will be more than happy to provide you with a more detailed answer.
The female protagonist is called the novel of employee dismissalI have a few novels that I can recommend to you, but I can't find a novel where a woman calls for her employees to be fired. These novels included " Rejecting the Emperor's Favor: Seeking a Paper of Divorce,"" A Two-Faced CEO Loves a Small Staff,"" A CEO Loves a Big Star,"" An Arrogant and Silly Son-in-Law,"" You're Like a Little Yellow Flower,"" Online Games," and " The Merchant of Fortune in the City." I hope you like one of the novels.
The latest personnel appointment and dismissal in Yuncheng DistrictAt present, it was known that there was a notice on the appointment and dismissal of Liao Zhiqiang and other comrades on October 25,2024, but no more detailed information was given on the specific appointment and dismissal.
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Lecce announced the dismissal of coach Luca GottiLecce's coach, Luca Gotti, was dismissed. At the age of 57, he became Lecce's manager in March 2024. He led 24 games and had a record of 6 wins, 7 draws and 11 losses. He scored 25 points, scored 14 goals and conceded 33 goals. After 12 rounds this season, he only got nine points and ranked 18th in the standings. He was deep in the relegation zone. The team's poor performance was the main reason for his dismissal.
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Is there any compensation for dismissal from public institutions?Under normal circumstances, a public institution should pay compensation for the dismissal of a worker. It should be paid one month's salary for every full year. If it is more than six months, it will be calculated as one year. If it is less than six months, it will be paid twice the economic compensation standard of half a month's salary. However, if the employee is dismissed because of the circumstances stipulated in article 39 of the Labor Contract Law (such as being proved to not meet the employment conditions during the probation period, seriously violating the employer's rules and regulations, serious dereliction of duty, engaging in malpractices, causing major damage to the employer, etc.), there is no need to pay compensation. In addition, according to the Regulations on Personnel Management of Public Institution, it was a form of punishment. Usually, the employee violated the relevant disciplinary regulations. In this case, there was no compensation, and the dismissal had many serious effects on the individual. For example, it was basically impossible to enter the system or state-owned enterprises, it was difficult to enjoy the preferential policies of the government, and in serious cases, it would affect the development of their children. In another case, if the employee was directly dismissed after the abolition of the establishment, if he was a full-time staff member or a public institution participant before being dismissed, if he worked for 1 - 5 years (excluding), he would be paid 60% of the total basic salary of the year (the sum of basic salary, job salary, and seniority salary); if he worked for 5 - 10 years (excluding), he would be paid 65% of the total basic salary of the year; if he worked for 10 years (inclusive) or more, he would be paid 75% of the total basic salary of the year.
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Annual Assessment of Dismissal of Public Institution PersonnelIf the staff of a public institution has been demoted or dismissed, and their positions have been adjusted according to regulations and the annual assessment has been determined to be unqualified, they will no longer be dealt with repeatedly on the grounds of failing the annual assessment.
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