How to dismiss employees euphemistically

Question 1: You don't have to worry about how to dismiss employees euphemistically. Employees can terminate the cooperation at any time during the probation period. This is the routine practice of every enterprise. The so-called "try" is to try, and success or failure is at stake. Since your company doesn't want to use it, tell them: after this period of trial, because of XXXX, the company thinks that you are not suitable for the company's work, not because you don't work hard, but because of your long-term consideration. I hope you can choose another hungry company, and our cooperation ends here!

Question 2: How to dismiss employees tactfully? Tell him: you have been in the company for so long, your ability is recognized by everyone, but your salary is the highest among all of you, which makes everyone feel uncomfortable, has great opinions and wants to make people angry (you can say that on purpose), and they are not slower than you. You know the difficulty of my management. In order to appease them, I can only say to you: I'm sorry, I hope you will resign yourself. I know this is a little unfair to you, but please understand my situation and my mood anyway. With your excellent ability, you are sure to find a better job. I wish you greater success in your future work.

Question 3: How to politely dismiss employees and say, "xx, after a period of observation, I don't think you are suitable for this job. I hope you can find a job that suits you tomorrow. "

Question 4: How to dismiss employees euphemistically? It can be said that her position does not need personnel for the time being.

Let's just say that after a period of running-in, the relevant leaders think that she is not suitable for this position and want to terminate the labor relationship.

Question 5: When you leave, remember that leaving a retreat for yourself also leads you to leave without giving the leader a good explanation. This is the feeling of "the company fired you". Remember here, don't say leave, to be honest, sometimes life is really important!

Question 6: How to dismiss employees euphemistically? There is no euphemistic dismissal unless the worker agrees to resign voluntarily. Otherwise, the labor contract can only be dissolved according to law, and the employer dissolves it as follows:

1. Unilateral legal termination without paying economic compensation.

Article 39 of the Labor Contract Law may terminate the labor contract under any of the following circumstances:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

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

(6) Being investigated for criminal responsibility according to law.

2. Unilateral legal dissolution requires payment of economic compensation.

Article 41 of the Labor Contract Law is under any of the following circumstances. If it is necessary to reduce more than 20 employees or less than 20 employees, but accounting for more than 10% of the total number of employees in the enterprise, the employer may explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or employees and reporting to the labor administrative department, it may reduce employees:

(1) Conforming to the provisions of the Enterprise Bankruptcy Law;

(two) serious difficulties in production and operation;

(three) the enterprise has changed production, major technological innovation or adjustment of business mode, and it still needs to reduce staff after changing the labor contract;

(4) Other major changes have taken place in the objective economic situation on which the labor contract was concluded, which makes it impossible to perform the labor contract.

Article 44 of the Labor Contract Law shall be terminated under any of the following circumstances:

(a) the expiration of the labor contract;

(two) workers began to enjoy the basic old-age insurance benefits according to law;

(3) The laborer dies, or is declared dead or missing by the people's court;

(4) The employing unit is declared bankrupt according to law;

(5) The business license of the employing unit is revoked, ordered to close down or revoked, or the employing unit decides to dissolve in advance;

(6) Other circumstances stipulated by laws and administrative regulations.

3. Unilateral termination requires payment of economic compensation and payment in lieu of notice.

Article 40 of the Labor Contract Law is under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:

(1) The employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires;

(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.

4. Although it complies with the provisions of Articles 40 and 41 of the Labor Contract Law, it is also considered as illegal termination if the employee has one of the following circumstances.

Article 42 of the Labor Contract Law The employing unit shall not terminate the labor contract in accordance with the provisions of Articles 40 and 41 of this Law if the laborer is under any of the following circumstances:

(1) The worker who is engaged in the operation exposed to occupational hazards fails to undergo the occupational health examination before leaving his post, or the suspected occupational disease patient is in the period of diagnosis or medical observation;

(2) Suffering from occupational diseases or work-related injuries in this unit and being confirmed to have lost or partially lost the ability to work;

(3) Being sick or injured non-work-related, and within the prescribed medical treatment period;

(four) female workers during pregnancy, childbirth and lactation;

(5) Having worked continuously in this unit for fifteen years and being less than five years away from the statutory retirement age;

(6) Other circumstances stipulated by laws and administrative regulations.

5. Except for the above-mentioned cases of 1, 2 and 3, all other cases are illegal and need compensation.

Article 87 of the Labor Contract Law If the employing unit dissolves or terminates the labor contract in violation of the provisions of this law, it shall pay compensation to the laborer at twice the economic compensation standard stipulated in Article 47 of this law. ...& gt& gt

Question 7: How to gently dismiss employees and say, "xx, after a period of observation, I think you are not suitable for this job. I hope you can find a job that suits you tomorrow. "

Question 8: How to dismiss employees euphemistically? 10, I said, I'm sorry, the hotel is running a little differently at present and needs a lot of money. Then I recruited a new employee and told him that it belonged to a shareholder, so. . . . . . To tell the truth, if you want to do business well, you can't go easy on me. I have never seen such a situation in any big hotel. It's just that friends are nothing else. Why don't you put your daughter to work in your own shop?

Question 9: How to dismiss an employee tactfully and tactfully? The most ingenious way is to find a way to make him understand his situation and then quit.

If it is to dismiss him, then let's make it clear ... No matter how euphemistic it is, it will finally fall on the sentence of letting him go. Just say simple.

Question 10: How to put it euphemistically? In general, the procedures and formalities for the termination of labor contracts between units and employees are as follows:

I. Circumstances and conditions for dissolving the labor contract.

In any of the following circumstances, the employer may terminate the labor contract:

1, proved to be unqualified for employment during the probation period;

2, a serious violation of the rules and regulations of the employer;

3, serious dereliction of duty, corruption, causing great damage to the employer;

4. The laborer establishes labor relations with other employers at the same time, and is responsible for completing the work of this unit.

Causing serious impact, or refusing to correct it after being put forward by the employer;

5. Being investigated for criminal responsibility according to law.

6. After the expiration of medical treatment, the laborer cannot engage in the original job or cannot engage in the original job.

Engaged in other work arranged by the employer.

7. After training or job adjustment, he is still incompetent.

8. Significant changes have taken place in the objective circumstances on which the labor contract was concluded, resulting in the termination of the original labor contract.

Unable to perform, the parties can not reach an agreement on changing the labor contract through consultation.

Second, the unit to terminate the labor contract laws and regulations, system norms:

The laws and local regulations involved mainly include: trade union law and labor law.

, labor contract law and its implementation regulations, labor dispute mediation and arbitration law, social insurance law.

And implement a number of laws and regulations, such as the Law on Safety in Production, the Law on Prevention of Occupational Diseases and the Law on Mine Safety.

Law on the Protection of Women's Rights and Interests, Law on the Protection of Minors, and Special Provisions on Labor Protection of Female Workers.

","Interim Provisions on Labor Dispatch ","Regulations on Industrial Injury Insurance ","Provisions on Collective Contracts "and" Work

Trial measures for collective bargaining, some provisions on labor administrative punishment, and provisions prohibiting the use of child labor.

","Provisions on Special Protection of Juvenile Workers ","Provisions on Democratic Management of Enterprises "and laws formulated by various localities.

Laws and regulations, as well as the statutory rules and regulations of this unit, etc.

Three, the main procedures for the termination of the labor contract:

1, find out the facts and collect evidence. Attention should be paid to the collection and preservation of documents that can prove that workers have seriously violated the contract.

Evidence of rules and regulations (If the laborer makes a written review or explanation, explanation and commitment,

Save the file for future reference)

2. Notify and announce in writing. If the employer unilaterally terminates the labor contract, it shall explain the reasons in advance.

If you know the worker himself, you can send it directly. If you are not here, it can be signed by an adult relative who lives with you.

Receive; If it is difficult to deliver directly, it can be delivered by mail, and the date of receipt indicated on the receipt of registered inquiry is the date of delivery.

Arrival date.

3. Handling of resignation procedures: handover, salary settlement, issuance of certificate of termination of labor contract, and handling.

Manage social insurance and various file transfers.

Iv. relevant notices:

1, notice of dissolution (model essay)

Mr./Ms. XX:

Because you didn't pass the examination during the probation period, it doesn't meet the position announced by our company before hiring you.

The employment conditions of a position. According to Item 1 of Article 39 of People's Republic of China (PRC) Labor Contract Law.

The employer may terminate the labor contract if it is proved that it does not meet the employment conditions during the probation period.

"Was fired.

Please go to the administrative personnel department of this unit at X:X:X:00 for resignation and handover procedures;

XXX company's administrative personnel department month day month day.

2. Notice of dismissal (model essay)

Mr./Ms. XX:

In view of your violation of the regulations of XX Company during your tenure as XX (indicate your position),

1.XXXX

2.XXXX

Seriously violated the rules and regulations of our unit and harmed the interests of the unit (indicate according to the actual reasons),

According to the relevant laws of our country and the Rules and Regulations of our unit, we decided to delete it from the list.

Please go through the business and resignation handover procedures before X, X, X.

Our company reserves the right to pursue all your legal responsibilities.

I hereby inform you.

Administration and Human Resources Department of XXX Company X Year X Month X Day ... >>