Why didn t the leaders dare to dismiss the old employees of the state owned enterprises?

A state-owned enterprise, let's not talk about old employees, let's talk about middle-level personnel, it stands to reason that they should be conscious, in fact, they are more difficult to serve than old employees. Middle-level personnel, a 55-year-old man and a 50-year-old woman, retired to the second line and took 80% of the treatment to go fishing.

The boss of the airborne troops could not get used to it, so he issued a document asking the retired second-line veteran comrades to come to work, and specially vacated a large office. At the end of the year, the superiors came to the annual appraisal and evaluation, and as a result, the boss of the airborne troops received the most bad reviews. The boss rolled his eyes and didn't care about them anymore, and the big office was later converted into a billiard room.

From a leadership point of view, before they retire, don't embarrass me in public, don't write letters to them, don't stare at my dinner, thank God. These old comrades, no one knows better than them about the big and small things in the unit, and they make 100% of them mess with you, not to mention anything else, and when it comes to the inspection or year-end assessment of the superiors, they will give you a bad evaluation, and the leader can't tell it clearly.

The salary is not taken out of the leader's pocket, the status of a regular worker (no fixed term) is not set by the leader, and there is no shortage of people to work under his command (the general people are superficial), the leaders are all shrewd people, so why provoke these old comrades?

These are all superficial phenomena, and the underlying logic is that leaders know that they must uphold the rules of the workplace. In the past, old comrades could retire without working, and the old comrades of the present are like this, and the old comrades of the future should be like this.

This is the characteristic of state-owned enterprises, and it is also a kind of stable welfare. They are old, like this; You're old, aren't you like that? This kind of welfare treatment has been passed down in a line, and the leaders have asked this kind of "good rules" to continue until they retire.

Everyone has this expectation, so people of a certain age are well versed in this, only the cucumber eggs who have just graduated are not used to it, because they are still early to retire, and when they are about to retire, they complain more than the old man of the previous year.

Because old employees have a certain amount of qualifications and years of service, the leaders of state-owned enterprises are not qualified to dismiss employees at will.

Because she is more popular, after dismissing her, others will think that this leader is not very good.

Because she works hard and deserves respect, even when she reaches the age of retirement, it does not affect his work and health.

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.

Why don't resign easily, especially state-owned enterprises, central enterprises and other units.

Easy layoffs can lead to losses for the business! Leaders are thinking: let employees dismiss themselves is the best way! This is called "bad moves", and the unlucky ones are always the employees!

To put it simply, state-owned enterprises are state-owned, not state-owned enterprise leaders, so whether they are fired or not, does not affect the treatment of state-owned enterprise leaders. Silly!

Who told you that? In the past, there was a buyout seniority, and now you will be dismissed with 20,000 yuan.

It is divided into non-full amounts, and it is illegal to go to Weifang Shi Dafu.

Why don't resign easily, especially state-owned enterprises, central enterprises and other units.

As long as the statutory conditions and procedures are met, SOEs can dismiss workers, and the same laws and regulations apply to private enterprises and foreign enterprises.

During the performance of the labor contract, the employer may unilaterally terminate the contract and dismiss the employee in accordance with Articles 39, 40, 41 and 42 of the Labor Contract Law.

If the employee seriously violates the law and discipline, and the employer terminates the contract in accordance with Article 39 of the Labor Contract Law, there shall be no compensation. Among them, if the employer suffers losses due to the reasons of the employee, it shall be liable for compensation.

In accordance with Article 36 of the Labor Contract Law, if the employee takes the initiative to reach an agreement through consultation, and terminates the contract in accordance with the provisions of Articles 40 and 41, the employee shall be paid one month's economic compensation for each year according to the working years of the employee's own unit, and the employee shall be paid for one year if he or she has completed half a year but less than one year, and if he is not satisfied with the property department for half a year, he shall be paid for half a year. Among them, if the contract is terminated in accordance with Article 40 of the Labor Contract Law, it shall also be notified in writing 30 days in advance or an additional month's salary in lieu of notice.