Procedures to be performed by a third-party labor dispatch company in dismissing workers.

In our work, we will encounter two different contracts: labor contract and labor service contract. Usually, we use labor contracts. However, labor dispatch contracts will also be used in many fields. What procedures should I go through if the dispatched employee is dismissed? The following is the relevant knowledge about labor dispatch and dismissal procedures that we all want to bring to you.

I. Dismissal Procedures for Labor Dispatch

If the dispatched worker is dismissed due to the employer's reasons, the labor dispatch unit shall pay the dispatched worker the monthly salary of the local minimum wage during his absence in accordance with the contract, and actively contact the new employer for the worker; If the dispatched employee is dismissed by the employer due to fault, the labor dispatch unit may terminate the labor contract with him as appropriate.

The labor dispatch unit shall conclude a fixed-term labor contract with the dispatched workers for more than two years, and pay the labor remuneration monthly; During the period when the dispatched workers are not working, the labor dispatch unit shall pay the labor remuneration monthly according to the minimum wage standard stipulated by the local people's government.

Two, the employer may terminate the labor contract.

1, proved to be unqualified for employment during the probation period;

2, a serious violation of the rules and regulations of the employer;

3, 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.

The employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary;

1. The employee suffers from illness or non-work-related injury, and cannot engage in the original work or other work arranged by the employer after the prescribed medical treatment period expires;

2. The laborer is not competent for the job, and is still not competent for the job after being trained or adjusted;

3. The objective conditions on which the labor contract was concluded have changed greatly, which makes the labor contract impossible to perform, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.

Third, what is the process of resignation of labor dispatch employees?

1. Where the resignation of labor dispatch is proposed to the dispatching company, the dispatching company shall be notified in writing 30 days in advance.

2. The dispatching company shall promptly notify the employing unit and handle the handover procedures for the dispatched employees.

3. When resigning, the sending unit shall settle the salary and related expenses, and issue a certificate of termination of the contract.

The dispatched worker may terminate the labor contract by giving a written notice to the labor dispatch unit 30 days in advance. The dispatched worker may terminate the labor contract by notifying the labor dispatch unit 3 days in advance during the probation period. If the dispatched worker notifies the termination of the labor contract, the labor dispatch unit shall promptly inform the employing unit.

The above is the relevant knowledge about the dismissal procedure of labor dispatch for everyone. If the dispatched employee is dismissed, the employer needs to pay the employee a certain amount of economic compensation, and the dispatched employee should pay the local minimum wage when the employee has no job, hoping to bring help to everyone. If you have any other legal questions, please consult a lawyer!