As an important part of the country, employees of central enterprises generally have relatively stable job security. However, in some special circumstances, formal employees of central enterprises may also be dismissed, such as company reform, strategic adjustment, economic situation and so on. The dismissed employees must abide by relevant laws and regulations and the company system, and take reasonable procedures and procedural decisions. Central enterprises need to provide employees with legal written notice to terminate labor relations, explain the reasons for dismissal, rights and obligations, and pay corresponding economic compensation. At the same time, the dismissed employees also have corresponding rights, and can exercise qualification certificates, personal injury compensation, labor arbitration, legal proceedings and other means to safeguard their legitimate rights and interests. It should be noted that the dismissal of formal employees of central enterprises is not unlimited, for example, they cannot be dismissed because of illegal factors such as gender, race and religious belief. If central enterprises dismiss employees at will, they may face legal responsibility and public pressure.
Do central enterprises need to follow any special regulations to lay off employees on a large scale? If central enterprises want to lay off employees on a large scale, they need to follow corresponding laws, regulations and policies. According to the Labor Contract Law of People's Republic of China (PRC), the Regulations on Employees' Basic Endowment Insurance and other laws and regulations, central enterprises need to notify the trade union or all employees 30 days in advance, listen to feedback and negotiate. At the same time, central enterprises also need to formulate corresponding layoff plans and schemes according to relevant local policies and regulations, and pay corresponding economic compensation according to regulations.
Formal employees of central enterprises can be dismissed under legal conditions, but they need to follow relevant laws and regulations and company systems and make reasonable procedures and procedural decisions. The dismissed employees can exercise their corresponding rights to safeguard their legitimate rights and interests. If central enterprises make large-scale layoffs, they also need to follow corresponding laws, regulations and policies and conduct corresponding procedures and consultations.
Legal basis:
Article 39 of the Labor Contract Law of People's Republic of China (PRC) * * * In any of the following circumstances, the employer may terminate the labor contract: (1) The employee is proved not to meet the employment conditions during the probation period; (two) a serious violation of the rules and regulations of the employer; (three) serious dereliction of duty, corruption, causing great damage to the employer; (4) the laborer 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 the employer refuses to correct it; (5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law; (6) Being investigated for criminal responsibility according to law.