How do you dismiss a tutor?

I think you can talk to this parent and see if you can mention the lesson fee. If not, then you'd better go through two classes and say that there is something you can't teach, and I hope she can find a suitable tutor as soon as possible. And then if you don't teach, you have to be responsible for others.

You can't just go. I think if that parent still wants you to teach, she will give you a salary increase, and you don't have to dismiss you, isn't that great?

If you really don't need a tutor anymore, you can directly interview him or her, explain the situation, and resolve it amicably.

Rely on this, you can do it, and you can see the dormitory at school for 8 yuan.

Let's just say that I have an internship at school recently, and I am busy. No time.

Theoretically, yes, the relationship between the tutor and the employer is not an employment relationship, there is no obligation to give advance notice of regret, and the difference between a labor law relationship and an employment law relationship.

1. From the perspective of the scope of the subject, the scope of the subject of the employment relationship is quite extensive, and the employment relationship can be formed between citizens and citizens and legal persons who are equal subjects, and the subject of the labor relationship is single, that is, one party can only be the individual worker, and the other can only be the employing unit.

2. Whether there is an administrative subordinate relationship between the employer and the employee. In the labor relationship, there is an administrative subordinate relationship between the employer and the employee, and there is a relationship between management and management, and the employee must serve the employer at the top level; In the employment relationship, although the employee is subject to the supervision, management and control of the employer to a certain extent, the employer's various probability systems are usually not binding on the employee. However, the degree of personal dependence is as strong as the former, and workers sometimes have a relatively independent side in their actual work.

3. Whether the employer has the right to control the labor force. In the labor relationship, the employer has the right to control the labor force, and the small worker can generally no longer serve other units while serving the employer, while the worker in the employment relationship can wear multiple hats, carrying goods for this factory today and picking up goods for that factory tomorrow.

4. From the perspective of the possession of the means of production, in the employment relationship, the employee generally owns the means of production, while in the labor relationship, the employing party is the representative or owner of the means of production, and the worker himself does not own the means of production.

5. From the perspective of the way to realize rights and obligations, the employment relationship emphasizes the payment of results, while the labor relationship emphasizes the labor process of combining the laborer with the means of production. For example, carpenters are hired by others to make furniture, and vegetable vendors supply to restaurants on time, although they are also related to labor, the rights and obligations between subjects are only determined by the results of labor, and do not involve the realization of the labor process, and the occurrence of rights and obligations has nothing to do with the labor process.

6. Whether the workers are engaged in work continuously and stably. Generally speaking, in an employment relationship, the employee has a long-term, continuous, and stable subjective intention of working in the employer. For example, when a shoe factory recruits a long-term worker for the sole of shoes, it is generally necessary for the small workers to prepare for a long time, but it is different to recruit temporary divestment workers, and the temporary movers may not do it today and tomorrow, so it cannot be regarded as forming a labor relationship, and the labor personnel in the employment relationship are temporary.

Similar to tutoring, nanny and other jobs are mainly to deal with the relationship with the employer, if the tutor has any urgent matters at the time and it is inconvenient to continue the job, basically there is no problem with the employer. Moreover, in real life, when people care about tutoring, they rarely take the initiative to sign an agreement with a tutor.