After being fired from the company, you can still enter the company to apply for other occupations, because it is up to the employee to decide whether to apply for the job, but whether he is willing to give the employee an interview opportunity or is willing to hire the employee is the company's decision, so theoretically speaking, being fired by the company does not affect the employee to continue to apply for other positions. Of course, in real life, even if the employee continues to apply, the probability of success can be said to be very low.
1. Being fired does not affect the employee's continued application
It's up to the employee to choose whether or not to apply for a particular company, so even if the company fires the employee before, the employee can still choose to apply for other positions in that company. After all, in essence, the employee has terminated the employment relationship with the company after being fired by the company, so any behavior of the employee will no longer be affected by the company. In such a situation, there is nothing wrong with continuing to apply for other positions in the company, and there is no reason for the company to discourage the employee.
It can be seen that as long as the employee is willing to apply, then the employee has the right to participate in the application, which has nothing to do with whether the employee has been fired by the company before.
Second, the probability of success is very low
However, although it is up to the employee to decide whether or not to continue to apply for other positions in the company, it is up to the company to decide whether or not to give the employee an interview opportunity or whether to hire the employee. This is because the application process is a two-way process, and the company has the right to select suitable candidates to participate in the interview, and also has the right to reject those candidates who do not meet the company's employment requirements. So in that sense,
If an employee has been fired from the company before, then when they apply for other positions in the company, they are likely to be rejected by the company, and even if the candidate submits his resume, the company is unlikely to give the candidate the opportunity to interview, so the probability of a successful job applicant in such a situation can be said to be very low.
To sum up, although the dismissal of an employee from the company does not affect the employee's continued application for other positions in the company, the probability of success is very low, and I personally do not recommend the employee to do so.
Can an employee who has been fired still be reused? Legal Subjectivity:
Employees who have been fired can also be rehired. The dismissed employee can be rehired, and if there is an agreement between the employee and the employer, the employee can be re-employed. If the employer does not agree, the employee has no way to force the employee to work in the unit; It is best for employees to sign an employment contract with the employer when they rejoin the company to protect their legitimate rights and interests.
Legal Objectivity:
Article 39 of the Labor Contract Law The employer may terminate the labor contract if the employee falls under any of the following circumstances:
(1) During the probationary period, it is proved that they do not meet the requirements for employment;
(2) Seriously violating the rules and regulations of the employer;
(3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer;
(4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the unit, or refuses to make corrections after being proposed by the employer;
(5) The labor contract is invalid due to the circumstances provided for in Item 1, Paragraph 1 of Article 26 of this Law;
(6) Those who have been pursued for criminal responsibility in accordance with law.
Can an employee who has been fired still be reused? OK. As long as the agreement with the employer is agreed upon, and both parties follow the principles of fairness, equality, voluntariness and, most importantly, legality, the employment relationship between the two parties can be re-employed even after being fired.
If an employee rejoins the original employer or a branch of the employer after resignation, the employer will usually conduct a comprehensive review and assessment based on the employee's original reason for resignation, performance before the original resignation, personal skills, dedication to the employer, and the reason for re-entry. Workers shall be re-employed in accordance with the principles of equality, voluntariness, consensus, and good faith, and shall not agree on a probationary period.
The conditions for non-payment of compensation to a dismissed employee are as follows:
1. The worker is proved to be ineligible for employment during the probationary period;
2. The worker seriously violates the rules and regulations of the employer;
3. The worker is seriously derelict in his duties, commits fraud for personal gain, and causes major damage to the employer;
4. The worker establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the employer, or refuses to make corrections after being proposed by the employer;
5. The worker is investigated for criminal responsibility in accordance with the law.
6. Other statutory circumstances.
