Why don t the leaders dare to dismiss the mediocre old employees in state owned enterprises?

Because these old employees have worked in state-owned enterprises for many years after all, and they have hard work without merit, and if they are dismissed rashly, others will criticize them, so the leaders dare not dismiss.

First, the old employees have made historical contributions, they used to be low wages, but now the wages have risen, they are also retiring, they feel wronged all their lives, and they have not enjoyed longer development dividends, and they have some complaints in their hearts, and the leaders know and understand. Second, among the old employees, there are highly conscious, very conscious, and unconscious, unconscious people are mainly related households, old laipi, big thorns, especially related households, the relationship and interests are complicated, the leader may be afraid of them, may also take advantage of their relationship, the leader has obtained benefits, how dare to care about these powerful people.

After all, these old employees have been working for a long time, and they also know that the company's processes can help the company do a lot of things, so the leaders do not dismiss.

It is precisely because it is a state-owned enterprise unit that these employees have contracts and establishments, so it is impossible for leaders to easily dismiss employees, and they must be approved at all levels.

Because the employees of state-owned enterprises are hired by the state, the leaders generally do not have the right to dismiss.

Because these veteran employees are very senior, and sudden dismissal may have greater losses.

It is because these mediocre old employees of state-owned enterprises have been working for a long time, and they also have some contacts.

It's not that the leaders don't dare to dismiss them, but they feel that the strength level of the old employees has been quite stable, and it is also a good thing to have them to support new employees in their work, so they will not dismiss them.

It is because these old employees actually have a certain contribution to the company and know a lot of company things, so the boss also pays attention to feelings and does not dare to dismiss.

It's because these employees have been in the company for a very long time, and the company's leadership doesn't have the authority to dismiss them, and there is no reason to dismiss them if they haven't made any big mistakes.

Because these employees are very cautious, and they usually don't make any big mistakes, and this is also a state-owned enterprise, so they can't be dismissed casually.

It is because these old employees have very deep experience in the company and have a wide range of contacts, so the leaders dare not dismiss.

Mainly because these old employees hold important means of production, and if they are dismissed, it may lead to a stagnation of production.

It is because of these old employees in state-owned enterprises that their qualifications are particularly deep, and they also know a lot, so these leaders will not dare to dismiss.

Because state-owned enterprises cannot dismiss a person casually, they are all business establishments, and they can leave unless they are retired, otherwise they are not qualified to dismiss anyone.

Because these old employees can provide great benefits to the company, because they are more experienced, some leaders do not dare to fire them at all.

Because they were also the pillars of the company before, and then it became like this because of some things, and the leaders sometimes turn a blind eye.

It's not that the law doesn't allow him to be dismissed, but the employees of state-owned enterprises from the general manager to the general worker sign the same employment contract, and the managers are also workers, they don't dare to resign easily, and they can't bear to resign! Second, state-owned enterprises sign indefinite contracts with employees, that is, permanent contracts, and easy layoffs are also a violation of the Labor Contract Law.

Many of the young people recruited by state-owned enterprises are not staffed, but the new young people are also the backbone of the work, and do not belong to the group that the leaders want to fire.

For a long time, the employees of state-owned enterprises have been organized, and unqualified employees can only be deployed most of the time, and a person cannot be deprived of the identity of belonging to a factory. This kind of consciousness is reflected in the management system, corporate culture and working atmosphere of state-owned enterprises anytime and anywhere. In this environment, dismissal is not a conventional way to solve the problem, and there is no awareness that "this person can be dismissed if he can't do it".

Even if you don't want this person, you still have to complain to the leader or relevant departments and find a way to get rid of this person.

In an environment like a state-owned enterprise, dismissal is a very abrupt, ostentatious, and unusual event. The parties who make the decision not only have to bear the invisible pressure, but also face a lot of trivial things in reality

Because state-owned enterprises seldom delegate power, if you want to fire a person, you may have to report it layer by layer, and you may have to explain to your leaders and relevant departments again and again why you have to dismiss a person who has no obvious mistake (poor performance is not an obvious mistake, but only if you expose economic, political, and work style problems, and poke a big basket at work).

It is generally difficult for regular employees of state-owned enterprises to be dismissed unless they are sentenced; Another thing to say about personal resignation! In the 90s, when I was working as a workshop director in a state-owned enterprise, I met a newly recruited worker, who said that he was a contract worker in a state-owned enterprise. Not long after this person was assigned to the team, the squad leader told me that this person didn't do anything, and he couldn't take care of it, so let me transfer him!

I did a survey with other workers in this team, and it was! What to do?

<> which team will such a person be transferred to? Which team can want him? Now he's in charge of the team; If you transfer him to a team, wouldn't it be another team to be a wide bird?

In desperation, I approached the Labor Division and wanted to return him to the Labor Division. On behalf of the factory (mine) leader, the labor department taught me a lesson, saying that I handed in the contradictions! Finally tell me:

It is impossible to dismiss the workers who are recruited, and you have to take care of them when they are assigned to you; It's okay not to work, just don't get into trouble!

There is no way, if you can recruit them, such people have to be raised. Later, the unit often has work-related injuries or retired employees hospitalized, and the unit needs to send someone to take care of them, and this person has become a "professional household" in our workshop to take care of the hospitalized employees, and the salary is indispensable; At the end of the year, he will be rewarded with early gold, and he is indispensable! Nearly 30 years have passed, and I have resigned from a state-owned enterprise for more than ten years, and I heard that that person is still mixing in that workshop; No one dared to care about him, let alone dismiss him!

There are not a few such people in state-owned enterprises!

People who have worked in state-owned enterprises, or current employees of state-owned enterprises, know the situation I am talking about! From 1984.

Since then, the employees of state-owned enterprises have been contract workers of the whole people, which is different from the employees of state-owned enterprises in the past. That is, when the contract expires, the employee can not renew it, and the unit can also not renew it according to your performance, which has a two-way choice. Of course, employers generally do not let employees lose their jobs, and only do not renew labor contracts when employees are criminally punished or disappear.

Employees can also resign on their own if they do not renew the labor contract because the salary is too low, the treatment is not good, or the legitimate wishes cannot be realized. This is the difference between a contract worker and a regular worker. It should be said that after 1984, there was no longer the title of regular worker in state-owned enterprises.

In the absence of gross fault, it is not possible to dismiss directly. Because the labor law stipulates that this is a right of the worker.

Legal Analysis: No. 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, which has 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 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.

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) 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. Yes.

Legal Analysis: No. 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.

The law is based on the evidence:

Labor Contract Law of the People's Republic of China Article 39 If an employee falls under any of the following circumstances, the employer may terminate the labor contract:

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, or obstruction of laughter 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 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.

In the case that a person must be dismissed in the company, it should be handled in accordance with the principles of fairness, justice and legality, and no favor should be given to either side because of new and old employees. Each employee has unique values and contributions that should be evaluated and weighed against factors such as performance, ability, and performance. But I can provide the following analysis on the pros and cons between "old employees" and "new employees":

Pros: 1Veteran employees have experience. Older employees have been with the company for a while and have more experience and skills to better adapt to the company's culture and workflows.

Cons: 1Older employees may have a rigid mindset. Engaging in the same profession for a long time may lead to the phenomenon of self-perception or self-sufficiency of veterans, which affects their acceptance and adaptability to new things.

2.New hires need time to get used to it. It takes time for new employees to get used to the company's processes, culture, and work environment, and some problems may arise along the way, requiring additional effort and resources for training and mentoring.

As mentioned above, when a company decides to dismiss an employee, it should follow the principles of fairness, impartiality and legality, and fully consider the basic rights and interests of the employee and the long-term interests of the company. Don't take sides because of the status of "new employees" and "old employees", but should evaluate and weigh them on a case-by-case basis to ensure the steady development of the company.

The question is complex, and it's hard to give a simple one, because which employee to retain involves many factors, such as the employee's ability to work, performance, experience, adaptability, teamwork ability, and so on. Depending on the specific situation of the company, there may be more specific evaluation criteria and procedures, such as performance appraisals for employees, performance evaluations, quarterly reviews, etc.

From the perspective of fairness and compliance, the company should handle the dismissal of employees with the principles of equality, fairness and legal compliance, and should not make inappropriate decisions due to personal factors or biases. If an employee needs to be dismissed, the company should ensure that the employee's labor rights and interests are properly protected, and if there are legal issues, they can protect their rights and interests through labor arbitration or legal proceedings.

In general, which employee to retain needs to be decided based on the actual situation and evaluation criteria, and should not be unreasonably prioritized because of the cancellation of an employee's personal relationship or other factors. At the same time, the company also needs to comply with laws, regulations and ethics when dealing with employee dismissal issues to ensure fairness, fairness and legality.

Under normal circumstances, old employees have deep feelings for the workplace and will not leave their jobs easily. Filial piety ......However, if an old employee is faced with the situation of being slighted, not being recognized for his or her achievements, or having a deteriorating working environment, he or she may want to quit his job.

1. When old employees are despised and want to resign.

As a veteran employee, the most important thing I want to get is respect. ......However, sometimes, the people in the workplace do not respect the old sail and defeat the employee, thinking that he is old and useless, at this time, the old employee will feel despised and will have the idea of resignation. ......Many long-time employees who have been working for many years have left their workplaces for this reason.

2. When the performance of the old employee is not recognized, he will want to resign.

Veteran employees can often work consciously and make achievements at work. In them, they want to be recognized and affirmed. ......However, sometimes, the work unit does not recognize the work performance of old employees, and even picks and chooses ......In this case, the old employee will feel sad and have the idea of quitting because of it.

This is another important reason for old employees to quit.

3. When the working environment in which they are located deteriorates, the old employee may resign.

As veteran employees who have worked for many years, they want to be able to successfully complete their working life in a stable and comfortable working environment. ......However, the state of the workplace environment can change dramatically at some point, making it difficult for older employees to adapt to ......At this point, they may have the idea of quitting and leave as a result. ......It is for this reason that many companies have lost experienced veterans.