Can I just fire my employee if he takes contraband, steals, breaks the law, etc.?
You can, but you must have hard evidence first.
For example, if an employee is addicted to prohibited substances, it is recommended to take the employee to a special or qualified organisation for a check-up and get a test report confirming that the employee is indeed addicted before he or she can be dismissed directly.
Remind you that the test results of the general drugstore testing products, can not be used as a basis for dismissal Oh!
For example, if you want to dismiss an employee for committing a criminal offence, you must have clear evidence, such as surveillance records and photographic evidence, before you can dismiss the employee.
In addition to having hard evidence and a valid reason for dismissal, remember to have a written statement of dismissal.
Be sure to include the reason for dismissal, a description of the wrongdoing, and ask for a signature from the person being dismissed.
At the same time, unliquidated work, 13 pay (for 1 month of work) and unused annual leave (for 1 year or more of work) are also settled
Many people say that employees are really difficult to manage, there are always all kinds of problems, it's really a headache!
In fact, if we are well prepared from the source, we can avoid a lot of problems, and here we can not fail to mention the importance of the employee handbook!
A complete employee handbook can provide guidance and normative instructions for a well-functioning company.
Also, the employee handbook contains the company's rules, regulations, policies and operating procedures.
At the same time, reading the employee handbook is also extremely important. Reading the employee handbook can ensure that employees fully understand and comply with the company's policies, regulations and culture, so as not to violate the rules or misunderstandings can also play a deterrent effect on some of the fluke mentality.