For employees who illegally raise funds, the handling measures will be implemented according to the specific situation and relevant laws and regulations. Generally speaking, employees who raise funds illegally may face the following treatment methods:
Criminal responsibility: employees who participate in illegal fund-raising activities and gain benefits from them may be investigated for criminal responsibility. According to the seriousness of the case, corresponding punishment can be imposed.
Administrative punishment: employees who participate in illegal fund-raising activities but do not benefit from them may be subject to administrative punishment, such as fines and confiscation of illegal income.
Dismissal or dismissal: employees who participate in illegal fund-raising activities at work may be dismissed or dismissed by their units.
It should be noted that the specific treatment method will be judged according to relevant laws and regulations and specific circumstances. Therefore, it is suggested that professional lawyers or relevant institutions should be consulted when dealing with illegal fund-raising practitioners to ensure the legality and fairness of the handling methods.
To sum up, illegal fund-raising practitioners should be dealt with according to relevant laws and regulations and specific circumstances. In the process of handling, legal procedures should be followed to protect the legitimate rights and interests of the parties.
Legal basis:
Article 176 of the Criminal Law of People's Republic of China (PRC): Whoever illegally absorbs public deposits or absorbs public deposits in disguised form, thus disrupting the financial order, shall be sentenced to fixed-term imprisonment of not more than three years or criminal detention and shall also or only be fined; If the amount is huge or there are other serious circumstances, he shall be sentenced to fixed-term imprisonment of not less than three years but not more than ten years and shall also be fined; If the amount is especially huge or there are other especially serious circumstances, he shall be sentenced to fixed-term imprisonment of not less than 10 years and fined.
Article 39 of the Labor Contract Law of People's Republic of China (PRC): The employer may terminate the labor contract if the employee is under any of the following circumstances: (1) It is proved that the employee does not 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.