What should I pay attention to when I am dismissed from the interview?

1. What should employees pay attention to when they are dismissed by the unit?

(1) If the company advises you, you can disagree, but you must not take the initiative not to go to work, and the company cannot verbally agree. You must have clear evidence (preferably written evidence, recording, SMS, etc.). ) consider not going to work because the company agreed. According to the rules and regulations of many units, employees' continuous absenteeism for more than three days is regarded as a serious violation of the rules and regulations, and the employer has the right to terminate the labor contract without any economic compensation. So, don't ignore this problem, which will lead to this serious consequence.

(2) If a dispute arises, you must find a good way to remedy it and prove that you didn't intentionally miss work at first, but the employer's instructions. You can pass the witness, preferably supplemented by other evidence, and the recording is often easier to obtain.

(3) Furthermore, if the unit dismisses you on the grounds of absenteeism and serious violation of rules and regulations, it depends on the democratic procedures stipulated in the rules and regulations and whether you are publicized. If you have never seen this regulation, you can question its legality and raise an objection according to its dismissal decision.

(four) after being dismissed, actively advocate the termination of the labor contract economic compensation and safeguard their legitimate labor rights and interests.

Second, what problems should be paid attention to when dismissing employees?

When the employer dismisses employees, it should also pay attention to a procedural issue of notifying the trade union. According to Article 2 1 of the Trade Union Law of People's Republic of China (PRC), an enterprise shall inform the trade union of the reasons for unilaterally terminating the employee's labor contract. When the trade union thinks that the enterprise violates laws, regulations and relevant contracts and requires re-study, the enterprise shall study the opinions of the trade union and notify the trade union of the results in writing.

For employers, when dismissing employees, we must pay attention to the issue of legality, that is, when dismissing employees, we must ensure that the evidence is conclusive, the basis is sufficient, and the procedures are legal. Since the burden of proof for dismissing employees is entirely on the employer, conclusive evidence is the basis for the employer to legally terminate the contract. On this basis, there are relevant laws, regulations, policies and internal rules and regulations as legal basis, which is the key for employers to dismiss employees legally. At the same time, we should also pay attention to procedural issues when dismissing employees, such as the time limit for advance notice, the form of written notice, and the advance notice of trade unions. Taking precautions before they happen, employers are in an invincible position when dismissing employees.

If you don't know how to defend your rights after being dismissed from the company, you are welcome to find an online lawyer to help you.