Explaining six points that employers should

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In this way, it is important not to suddenly give notice of dismissal, but to give verbal warnings and observations on a regular basis to make them aware that there is a problem with their behavior. However, if the problem behavior is repeated, the option of dismissal will arise. At first glance, it may seem like a lot of work, but dismissing an employee deserves capital punishment, so be careful when dealing with it. On this site, we distribute materials free of charge that explain the correct way to proceed with dismissal as an example of dismissal for reorganization, and judicial precedents that invalidate dismissal.

If you are considering dismissing an employee at your company, but are worried that you may be unfairly dismissed, please download and check the materials here . 5. The secret of amicable dismissal in line with the Labor Standards Act secret mobile number list Here are three points to keep in mind in order to dismiss an employee amicably without causing trouble between labor and management. 5-1. Create sufficient opportunities for discussion Troubles over dismissal occur only because "workers are not satisfied with the reasons for dismissal.




If an employer does not give a sufficient explanation when giving notice of dismissal or does not listen to the worker's arguments at all, the workers' dissatisfaction will increase and there is a high possibility that it will develop into a lawsuit. When dismissing, first set up a place where you can have a full discussion with the worker in question, and try to explain clearly so that the other party can understand. 5-2. Review the rules of employment and notification of working conditions Employment regulations and notices of working conditions are required to clearly state matters related to retirement, including reasons for dismissal. [Note 6] When dismissing a worker, the rules must be specified in the work rules and employment contract, and the workers must be made aware of them.