Can an employee who is still in suspect status go to work after the end of criminal detention?

It depends on how your unit treats you, in principle. Yes, you can. You're just out of an observation period and can't leave.

The line of sight being monitored is the area around your home or the city. But if there are no other requirements for you to go to work or socialize, you can go to work. That's your employer, so it may not be acceptable for you to go to work.

So you have to look at the attitude of your unit, which is the most important thing.

This is allowed to work, but can only be within a limited range of activities, and can not have criminal acts, if you want to go outside, during this period is generally not allowed to go out, if there is an emergency, you can apply to the police station, permission before traveling, only if the suspicion of you is lifted, you are a real free person.

You can go to work because you are also suspected if you are released from detention, but you can go to work during the observation period.

Employees who are still suspects after the end of criminal detention are not allowed to go to work, and can only go to work if they have been dissuspected.

You can go to work at all, there is no need to dwell on it. Because you come out after the may. There are records on the streets, and they will observe your living conditions. But it will not constrain your actions, and you can go to work with peace of mind. Remember the lessons learned and never make mistakes again.

Yes, as long as you can go to work. Suspects, nothing has changed in civil rights.

Hello, is it not possible to go to work in the relevant unit in this case? You need to be at home or in a designated place.

In this case, it is possible to go to work normally, and there is no impact.

In this case, the employee can go to work normally.

This situation mainly depends on the unit, do you still want you? Some units have been detained and will be removed from the list.

This should be fine. I guess this should be able to go to work normally.

If an employee is criminally detained, criminal detention is only one of the procedures of criminal proceedings, and does not mean that the employee is investigated for criminal responsibility in accordance with the law, and the employer shall not dismiss the employee on this ground. The dismissal of the employee by the employer is an illegal termination of the labor contract. If the employer terminates the labor contract in violation of the law, it shall pay compensation at twice the standard of economic compensation, provided that the employee does not request to continue to perform the labor contract or the labor contract can no longer be performed.

If a worker is criminally detained for reasons that seriously violate the rules and regulations of the employer, the employer may dismiss him. The employer may dismiss the employee under any of the following circumstances: 1. Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer; 2. It is proved that they do not meet the employment conditions during the probationary period; 3. The employee uses fraud, coercion or taking advantage of the danger of others to cause the employer to conclude or modify the labor contract contrary to its true intentions; 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. Seriously violating the rules and regulations of the employer; 6. Being pursued for criminal responsibility in accordance with law.

Article 82 of the Criminal Procedure Law of the People's Republic of China: Public security organs may detain current offenders or major suspects in advance in any of the following circumstances: (1) Those who are preparing to commit a crime, committing a crime, or are discovered immediately after committing a crime; (2) The victim or a person who witnessed it at the scene identified him as having committed the crime; (3) Evidence of a crime is found in their surroundings or residence; (4) After committing a crime, attempting to commit suicide or escape, or changing hands while on the run; (5) There is a possibility of destroying or fabricating evidence or colluding confessions; (6) Not telling their true name or address, and their identity is unclear; (7) There is a major suspicion of committing a crime before committing a crime, committing a crime multiple times, or committing a crime in a group.

Legal analysis: If you are criminally punished for a crime, according to the circumstances of the crime, your children will be affected when they apply for military and police academies or special jobs in the future. Criminal detention is only a temporary coercive measure, which does not mean the end of the criminal case, and therefore does not affect the child's political trial.

If the person concerned is found guilty by the court and sentenced to a criminal sentence, it will definitely have an impact on his future work, and if he is criminally detained on suspicion of committing a crime, and is not prosecuted later because the circumstances are minor, the impact will not be great.

Legal basis: Article 61 of the Criminal Procedure Law of the People's Republic of China The scope of application of criminal detention is:

1) Those who are preparing to commit a crime, committing a crime, or being discovered immediately after committing a crime, (2) The victim or a person who witnessed the crime at the scene identified him as committing the crime, (3) Discovering evidence of a crime in his surroundings or residence, (4) Attempting suicide, escaping, or being at large after committing a crime, (5) There is a possibility of destroying or fabricating evidence, or colluding with confessions, (6) Failing to tell the truth, honoring Huishi's name, address, or identity is unclear (7) There is a major suspicion of committing a crime on the go, committing a crime multiple times, or committing a crime in a group.

The employee's violation of the public security administration regulations and the restriction of personal liberty in accordance with the law can be defined as a "serious violation of rules and regulations", and once the employee's personal liberty is restricted in accordance with the law, the employer may terminate the labor contract in accordance with the regulations. Second, if the rules and regulations do not stipulate that "if the employee is restricted in his or her personal liberty, the employer may terminate the labor contract", then the employer may also terminate the labor contract during the period when the employee's personal liberty is restricted in accordance with the law.

Legal basis: Article 39 of the Labor Contract Law of the People's Republic of China The employer may terminate the labor contract if the employee falls under any of the following circumstances: (1) it is proved that he does not meet the employment requirements 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 a labor relationship with other employers at the same time, causing a severe impact on the work tasks of the collapsed 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.