The company can fire an employee on the grounds that he or she has taken too much leave. After all, the company is a collective environment and has a set of effective management systems. The state also stipulates statutory holidays and rest days, and the labor law also defines the content of reasonable rest for employees. Taking too much leave without any reason affects the company's efficiency, and it is inevitable that you will be fired.
Employees who frequently ask for leave may be dismissed, and if an employee frequently asks for leave without a legitimate reason, the employer may dismiss an employee who seriously violates the rules and regulations of the employer.
The process for terminating an employee is as follows:
1. The supervisor of the unit and the employee who made the decision to terminate shall submit the application for termination;
2. The personnel department fills in the "Approval Form for Termination of Labor Contract" and submits it to the supervisor for approval;
3. Notify the department and employees to handle the work handover and return the tools and equipment;
4. Relevant departments and employees to settle wages and benefits and other outstanding matters;
5. Relevant departments and employees handle the settlement of wages and benefits and other outstanding matters;
6. Handle the transfer procedures of party, league and trade union organization relations and archives for employees;
7. Handle social insurance transfer forms and provident fund transfer procedures for employees;
8. Issue a Certificate of Termination of Labor Contract to employees.
The circumstances under which a company dismisses an employee without compensation are as follows:
1. If the employee is dismissed for serious violation of the rules and regulations of the employer, the employer is not required to pay severance or compensation;
2. During the probationary period, if the employee is proved to be unqualified and is dismissed by the employer, the employer is not required to pay severance or compensation;
3. If the employee is part-time and has a serious impact on his or her own work, or refuses to make corrections after being proposed by the employer and is dismissed, the employer is not required to pay economic compensation or compensation;
4. If an employee is dismissed by fraud, coercion or taking advantage of the danger of others to conclude a labor contract, the employer is not required to pay severance or compensation;
5. If a worker is dismissed for serious dereliction of duty or malpractice for personal gain in the course of work, causing significant damage to the interests of the employer, the employer is not required to pay economic compensation or compensation;
6. If the employee is dismissed due to criminal liability, the employer is not required to pay severance or compensation;
7. If an employee reaches the statutory retirement age and is dismissed, the employer is not required to pay severance or compensation;
8. If the employee is dismissed due to the beginning of the basic pension insurance benefits, the employer is not required to pay economic compensation or compensation;
9. If a worker is dismissed for engaging in public welfare work provided by the government to provide job subsidies and social insurance subsidies for the placement of persons with employment difficulties, the employer is not required to pay economic compensation or compensation;
10. If a worker establishes a labor relationship with the employer in the form of part-time employment and the employment is terminated, the employer is not required to pay severance or compensation.
