The employees of the company were determined to be untrustworthy. Can I fire him?

Lead: if a person has no integrity, then there is no respect; A person's integrity is his best coat and a symbol of strength.

After the employees of the company are confirmed to be untrustworthy, the unit may terminate the labor contract according to the specific circumstances and relevant regulations. Therefore, we can't say that we should give affirmation in general. Of course, unit leaders still have reasons and rights to dismiss.

To tell the truth, a person's reputation is very important in today's society. Before we do anything, we should seriously consider the consequences and effects of this matter.

Don't do anything unethical and hurt others because of your own selfish desires. If a person's impression and praise in others' hearts is long, it will gradually disappear. So a person's integrity is very important.

List of real cases 1. The cause of the incident

An employee of the mining company is Li, who is a full-time driver of the company. I have also worked in this unit for three and a half years, and my salary is about 3500 per month. During his work, Li's work attitude is also conscientious.

However, on a business trip, the company arranged for it to order air tickets and found that it could not be purchased normally. Only after the company inquired did it know that Li had been confirmed as a faithless person four years ago, so he was restricted from booking air tickets.

On the third day after the unit learned the news, it sent a "dismissal letter" to Li, demanding the termination of the labor contract. However, Li did not accept this, so he filed the above lawsuit with the local labor and personnel arbitration commission.

Second, the first-instance judgment is reasonable and compliant.

After investigation and study by the Arbitration Commission, it is considered that the employee Li failed to fulfill the obligation of informing in accordance with the relevant regulations on the day he joined the company. Now it is verified by the company that there is nothing improper, reasonable and compliant in unilaterally dissolving the labor contract with Li. At the same time, it also rejected Li Unilateral's request for economic compensation and compensation for the termination of the contract.

The interpretation behind this incident is that reputation is the way for enterprises and employees to survive.

This is easy to understand. For an enterprise, reputation is the fundamental guarantee for normal production and business activities. At the same time, a good enterprise needs employees to establish and maintain its reputation.

If an untrustworthy employee conducts business activities as a representative of the company, it is definitely risky for the enterprise. Therefore, enterprises have the reason and right to terminate the contract when they know that employees have broken their promises.

Is it necessary for employees to audit untrustworthy personnel when applying for jobs?

After the trial of the incident, it also attracted a lot of controversy. Some people think that the company does not seriously consider the real demands of employees, and anyone can make mistakes, as long as it is not against the principle, he can be given a second chance. After all, it is not particularly easy for everyone to face life.

Of course, some people think that this employee earned his own remuneration and did not fulfill the obligation of voluntary notification when he joined the company. If the company is negatively affected by bad faith, I believe the result will not be simply to terminate the labor contract.

With the hot discussion in the society, the significance behind this incident lies in whether the company's management system and standardized guidance units can do a good job in the identity audit of employees, with the emphasis on the confirmation of untrustworthy personnel.

Because many times, it is still difficult to fully understand a person through a simple interview. Therefore, it is necessary to conduct a reasonable and compliant background investigation. Only in this way can the disharmony between the two sides be avoided from the root.

As long as employees are included in the list of dishonesty, can the unit dismiss them? Through the above real cases, we can easily find that the unit has the right and reason to deal with this situation. But as for whether the contract can be reasonably and legally dissolved, it depends on the specific situation to analyze:

First, if an employee intentionally conceals or falsifies evidence during his tenure, which has a negative impact on the company, he can terminate the labor contract.

Second, if an employee's bad faith causes adverse effects to the company and society during his tenure, the employer can also directly terminate the labor contract.

Third, when an employee is unable to perform his current job due to bad faith, the employer can terminate the labor contract according to the relevant regulations and the company management system.

What are the consumption restrictions for untrustworthy people? In fact, the state has also introduced relevant measures to limit people's consumption. In short, it is not particularly convenient for dishonest people to live. Then the specific points are as follows:

First, it is restricted to take the first-class and above seats of motor trains such as airplanes, soft sleeper trains, business seats and G-prefix EMUs.

Second, it is limited to consumption in high-end places such as hotels above the star level.

The third is to restrict the purchase or construction of real estate.

Fourth, restrict the purchase of domestic cars.

Fifth, children will also be restricted to expensive aristocratic schools.

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So for each of us, we should look at the influence of reputation and be honest, so that even when we get there, we can find a sense of self-esteem.