Should such an employee be fired? Is it okay to fire an employee outright?

If it will cause losses to yourself, you should be cautious about prescribing. He may just rely on his own ability to do whatever he wants, so, I think you should establish a clear punishment. A word of warning.

If it still doesn't work, he should be expelled, let him know that the earth is still going without himself.

Now that you have the power of life and death in your hands, you have to think about it, what kind of impression do you want to leave on your employees? If it's better to be vigorous and resolute in order to facilitate management, you know, but if it's profitable, you have to sacrifice your prestige to a certain extent, and it's hard to have both, so make your own choice.

You're the leader, and your management team can't solve this problem?

Where is the personnel system? Where's the execution?

Let's criticize education.

Or be late and deduct your wages.

10 yuan once, 20 yuan for the second time, and 40 yuan for the third time, if he is deducted like this, he will be late again, and he will work in vain.

If it still has no effect, you can formulate company rules, and if you are late for many times in a row, the unit can expel you to standardize the discipline of the unit.

Such an employee estimates that dismissal is not necessary, and it is estimated that verbal admonitions and circulars of criticism are useless to see if fines or deductions of wages for a few days have any effect.

1. Try your best to coordinate and explain, explain the interests to him, and take into account the overall situation.

2. If this behavior seriously violates the rules and regulations of the unit, the labor contract can be terminated.

Conduct ideological work Explain the stakes Expulsion is not a perfect method.

Legal analysis: The company does not need compensation or compensation for the dismissal of an employee under the following circumstances: (1) it is proved that he does not meet the employment conditions during the probationary period; (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 while he or she is in the same position, which seriously affects the completion of the work tasks of the employer, or refuses to make corrections upon the employer's request; (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.

3.If the termination of the contract by the employer does not fall under the circumstances under which the unit can terminate the contract as stipulated in the Labor Contract Law: it is the illegal termination of the labor contract by Luxin Leasing Company, and the company can claim economic compensation, which is extremely double.

Legal basis: Article 47 of the Labor Contract Law of the People's Republic of China stipulates that economic compensation shall be paid to the employee according to the number of years of service in the employer and one month's salary for each year of service. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary.

If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years. The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

Legal analysis: dismissal, the essence of which is that the employer unilaterally terminates the labor relationship with the employee, is a unilateral right of termination, and the employer can dismiss the internal employee in accordance with the law, which is not an illegal act at this time, so it does not have to bear legal responsibility.

Legal basis: Article 25 of the Labor Law of the People's Republic of China The employer may terminate the labor contract if the worker falls under any of the following circumstances: (1) during the probationary period, the employee proves that he does not meet the conditions for employing Zaoyou; (2) Seriously violating labor discipline or the rules and regulations of the employer; (3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the interests of the employer; (4) They have been pursued for criminal responsibility in accordance with law.

No, the company cannot dismiss employees at will, except in special circumstances, such as serious violations of the rules and regulations of the employer; Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer; Those who were investigated for responsibility for the criminal bridge incident in accordance with the law.

Legal basis: Article 38 of the Labor Contract Law of the People's Republic of China stipulates that if an employer falls under any of the following circumstances, the employee may terminate the labor contract:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations. If an employer forces an employee to work by means of threatening or illegally restricting his or her personal freedom, or if the employer directs or forces an employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may terminate the labor contract immediately without prior notice to the employer.

Employees may be dismissed according to law if they are proved to be ineligible for employment during the probationary period, if the employee establishes labor relations with other employers at the same time and affects the completion of the work tasks of the employer, if the employee is investigated for criminal responsibility in accordance with the law, and if the employee seriously violates the rules and regulations of the employer.

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. Good and) during the probationary period proved to be ineligible for employment;

(2) Seriously violating the rules and regulations of the employer;

3) Serious dereliction of duty, malpractice for personal gain, causing major damage to the employing unit;

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 employer, or refuses to make corrections upon the employer's request;

(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.