What regulations should be referred to when a cadre of a public institution is removed from work for

At present, only the Civil Service Act can be consulted.

Legal analysis: He can be punished according to the detailed regulations within the unit, so that he can quietly recognize his mistakes and actively correct them.

1. Criticism and education can be carried out, and absenteeism at will is a violation of labor discipline.

2. You can deduct wages or annual bonuses.

3. Punishment may be imposed for "serious violation of discipline" in accordance with Article 28 of the "Regulations on the Personnel Management of Public Institutions". A warning or demerit shall be given in accordance with Article 29.

4. According to Article 21 of the "Regulations on the Personnel Management of Public Institutions", the annual assessment is "unqualified".

The following is an introduction to the provisions of the "Regulations on the Personnel Management of Public Institutions" on employee management

1. Where a staff member of a public institution is absent from work for more than 15 consecutive working days, or for a total of more than 30 working days within one year, the public institution may terminate the employment contract.

2. If a staff member of a public institution fails to pass the annual assessment and does not agree to adjust the position, or fails to pass the annual assessment for two consecutive years, the public institution may terminate the employment contract by giving 30 days' written notice.

3. Where the staff of a public institution is dismissed, the employment contract shall be terminated.

4. Public institutions shall, in accordance with the job responsibilities and tasks stipulated in the employment contract, comprehensively evaluate the performance of the staff, focusing on the performance of the work. Evaluations shall hear the opinions and evaluations of service recipients.

5. The assessment is divided into ordinary assessment, annual assessment and employment assessment. The results of the annual assessment can be divided into excellent, qualified, basically qualified and unqualified, and the results of the employment assessment can be divided into qualified and unqualified.

6. The assessment results shall be used as the basis for adjusting the positions, salaries and renewal of employment contracts of staff in public institutions.

7. Where the staff of a public institution commits any of the following acts, they shall be punished: harming the reputation and interests of the state; dereliction of duty; taking advantage of work to seek improper benefits; squandering or wasting state assets; Serious violations of professional ethics and social morality; Other serious violations of discipline. Sanctions are divided into warnings, demerits, demotion or dismissal, or dismissal.

The period of punishment is: warning, 6 months; demerit, 12 months; Downgrading or dismissal, 24 months.

Legal basis: "Regulations on the Personnel Management of Public Institutions" Article 15 Where a public institution is absent from work for more than 15 consecutive working days, or for more than 30 working days in one year, the public institution may terminate the employment contract, and the absence from work for three days obviously does not meet the necessary requirements for dismissal.

Legal analysis: According to China's "Regulations on the Personnel Management of Public Institutions", staff members of public institutions who are absent from work for more than 15 consecutive working days, or who are absent from work for more than 30 working days in a year, can be dismissed.

Legal basis: "Regulations on the Personnel Management of Public Institutions" Article 15 Where a staff member of a public institution is absent from work for more than 15 consecutive working days, or for a total of more than 30 working days in a year, the public institution may terminate the employment contract.

Public institutions can be dismissed if they are absent from work for 15 consecutive days and have been absent from work for a total of 30 days.

There are a variety of reasons why employees are absent from work, and some are unavoidable. Employees do get sick, and some family matters such as children are sick and take up time, and in these cases, it is impossible for the company to require employees to come to work. This type of absenteeism is often referred to as unintentional absenteeism.

But on the other hand, many absenteeisms are often avoidable, and this avoidable absenteeism is known as intentional absenteeism. The total number of absenteeism is largely calculated by a very small number of employees. To control or reduce absenteeism, companies should start by continuously reviewing absenteeism statistics across departments.

Such inspections allow managers to determine exactly which employees are frequently absent from work and which departments are excessively absent.

When an employer formulates, amends, or decides on rules and regulations that directly affect the vital interests of employees, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing. After the system is formulated, the employer shall publicize or inform the employee of the rules and regulations that directly affect the vital interests of the employee.

Labor Contract Law of the People's Republic of China Article 39 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 employment requirements;

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

3) Serious dereliction of duty, malpractice for personal gain, causing major damage 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 employer, or refuses to make corrections upon the employer's request;

5) The labor contract is invalid due to the circumstances specified in Item 1, Paragraph 1 of Article 26 of this Law;

6) Those who have been pursued for criminal responsibility in accordance with law.

Labor Contract Law of the People's Republic of China Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

1) The worker is sick or injured not due to work, and is unable to perform his original job or work arranged by the employer after the prescribed medical treatment period has expired;

2) The worker is incompetent for the job, and is still incompetent for the job after training or job adjustment;

3) There is a major change in the objective circumstances on which the labor contract was concluded, making it impossible to perform the labor contract, and the employer and the employee fail to reach an agreement on changing the content of the labor contract after consultation.

Legal Analysis:

According to China's "Regulations on the Personnel Management of Public Institutions," a staff member of a public institution who is absent from work for more than 15 consecutive working days, or who is absent from work for more than 30 working days in a year, may be dismissed at an early date.

Legal basis: Regulations on the Administration of Premature Collapse of Personnel in Public Institutions Article 15 Where a staff member of a public institution is absent from work for more than 15 consecutive working days, or for a total of more than 30 working days in a year, the public institution may terminate the employment contract.

What disciplinary punishment should be imposed on the management post of a public institution that has been absent from work for a total of 8 days in a month?

Hello, Jiangsu Province does not have a separate regulation on the handling of absenteeism by employees of public institutions. The regulations on rewards and punishments for employees of enterprises should be applied. The specific regulations are as follows:

Article 11 For employees who have one of the following behaviors, if they do not change after criticism and education, they shall be given administrative sanctions or economic penalties according to the circumstances: (1) Violating labor discipline, often arriving late, leaving early, absenteeism, passive sabotage, and failing to indicate that the sedan car has completed the production task or work task; Article 18 If an employee is absent from work frequently without justifiable reasons, and the period of absenteeism exceeds 15 consecutive days after criticism and education, or the cumulative absenteeism time exceeds 30 days within one year, the enterprise has the right to remove him from the list The term "15 consecutive days of absenteeism" as used in Article 18 refers to 15 consecutive working days, excluding holidays or days during which time off.

Legal analysis: According to the relevant provisions of the "Regulations on the Personnel Management of Public Institutions", if a person who is absent from work or has a broken sail due to official business or fails to return without a legitimate reason for failing to return within the time limit without a legitimate reason, or if a hailstorm exceeds 30 working days in a year, the public institution may terminate the employment contract.

Legal basis: "Regulations on the Personnel Management of Public Institutions" Article 15 Where a staff member of a public institution is absent from work for more than 15 consecutive working days, or for a total of more than 30 working days within one year, the public institution may terminate the employment contract.