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Anonymous users2024-02-16There are two main types of circulars of criticism carried out by administrative organs: one is the internal subordinate of the administrative organ's superior in handling the violation of discipline, or the internal supervision department of the administrative organ or the discipline inspection commission in dealing with the person who violates discipline. Another kind of celery is a kind of administrative organ that makes public the facts of the offender's violation of the law within a certain range, so as to cause damage to his reputation and credibility, and not only sanctions and educates the offender, but also widely educates others.
Legal basis: Civil Code of the People's Republic of China
Article 667:A loan contract is a contract in which the borrower borrows money from the lender and returns the loan at maturity and pays interest.
Article 668:The loan contract shall be in written form, unless otherwise agreed upon between natural persons.
The content of the loan contract generally includes the type of loan, currency, purpose, amount, interest rate, term and repayment method.
Article 669:When concluding a loan contract, the borrower shall, in accordance with the requirements of the lender, provide the true information about the business activities and financial status related to the loan.
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Anonymous users2024-02-15If you are complained about working in a bank, it depends on the bank's regulations on the lawsuit against Tou Mengtong, and it also depends on the reason for being complained. If it is indeed a bank teller after being accepted by the bank.
The bank will give a notice of criticism, warning, and deduction of performance pay according to the bank's violation of the relevant regulations of the service.
Serious termination of the labor contract.
Legal basis: Labor Contract Law of the People's Republic of China
Article 4 Employers shall, in accordance with the law, establish and improve labor rules and regulations to ensure that laborers enjoy labor rights and fulfill labor obligations.
When an employer formulates, amends, or decides on rules and regulations or major matters directly related to the vital interests of employees, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, employee training, labor discipline, and labor quota management, it shall go through the workers' congress.
Or all employees discuss, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing.
In the process of implementing the rules and regulations and decisions on major matters, if the trade union or employees deem it inappropriate, the bad person has the right to propose it to the employer and revise and improve it through consultation.
The employer shall publicize or inform the employee of the rules and regulations and decisions on major matters that directly affect the vital interests of the employee.
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Anonymous users2024-02-14Legal analysis: If you are complained about working in a bank, it depends on the bank's regulations on complaints, and it also depends on the reason for being complained. After the bank accepts the case, if it is indeed a problem of the bank teller, the bank will give a notice of criticism, warning, deduction of performance salary, and serious termination of the labor contract according to the bank's violation of the relevant regulations of the service.
Legal basis: Article 4 of the Labor Contract Law of the People's Republic of China The employer shall establish and improve labor rules and regulations in accordance with the law to ensure that employees enjoy labor rights and perform labor obligations.
When an employer formulates, amends, or decides on rules and regulations or major matters directly related to the vital interests of employees, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, employee training, labor discipline, and labor quota management, 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.
In the process of implementing the rules and regulations and decisions on major matters, if the trade union or employees deem it inappropriate, they have the right to propose it to the employer and revise and improve it through consultation.
The employer shall publicize or inform the employee of the rules and regulations and decisions on major matters that directly affect the vital interests of the employee.
ADBC is a policy bank, the treatment of employees is a bit of a civil servant, the gap between the income of general employees and the management is not large, the work pressure will not be large, and the relationship between people is relatively harmonious; The Agricultural Bank of China is a commercial bank, and the difference between it and the Agricultural Development Bank is that the work pressure is high, and there is a big gap between the revenue management and the general employees, between departments, and between employees and employees; generally speaking, the income will be higher than that of the Agricultural Development Bank, and the special management will be much higher than that of the Agricultural Development Bank. >>>More
Bank employees refuse to drink and get beaten, it depends on whether the job pays well, and if it is a hard job, I am willing to drink for the job.
A verbal promise is only a clear result of the matter, and if there is no evidence to prove the verbal promise, it is invalid if one party reverses it, and if there is a live recording to prove it, it is valid.
Maybe you're just a few of them.
The position of working in the bank also requires a high degree of education, but also needs exams, or some other factors such as to be able to work, so it is conceivable that this position is a fragrant bait, passing five levels, cutting six generals, and there is a shadow of people feeling very awesome in this position. >>>More
If there is no involvement in the privacy of the employee, and the statement does not expand the facts, and the employee is not derogatory, it is not illegal. The employee's behavior seriously violates the company's rules and regulations, and the company's dismissal of the labor contract is in accordance with the relevant provisions of the Labor Contract Law. >>>More