Does the mall cashier supervisor have the right to reject me?

Does the shopping mall cashier supervisor have the right to reject me?

Hello, I am happy to answer your questions. 1. Learn at work and continuously improve your business level

As A cashier foreman is first of all a cashier. Only when his business level is high can he win the support of his colleagues and be able to lead and manage the people below him well. Although I have been working as a cashier for three years and have achieved certain results, these results are still not enough. With the development of supermarkets, new requirements have been put forward for the work of our cashiers. Through learning, I can always make the best progress. Master computer operation skills first, and you can always provide guidance for the comrades below.

2. I have done a good job in employee management and guidance. Although the foreman is not a big leader, he still manages a lot of people. It is the trust of the leader that allows me to take on this important task. Therefore, at work, , I always have strict requirements on them. No matter who violates discipline, I will never tolerate it. It is precisely because I can be strict with myself, manage boldly, and care for the employees below in every possible way in my life, so they all They respect me very much and obey my management. After one year, our work has been affirmed by the leadership.

3. Reasonably arrange the cashier’s duty and shift work. The cashier’s work is not tiring, but it must be careful. Therefore, the cashier must maintain a good attitude and high energy at all times. Therefore, when scheduling several employees, I always try my best to let the cashiers have a good rest without affecting their own work, and also take care of their special circumstances.

4. Do a good job in the first-level work and share the worries of the leaders. As a foreman, I will never trouble the leaders if they can solve the problems at the cashier level. I will never lose the opportunity to deal with major issues in the mall. Report to the leader for instructions.

Through the year-end summary, I have several feelings:

First, we must promote team spirit. Because company management is not an individual behavior, one person's ability must be limited. If everyone works together, we can achieve twice the result with half the effort. But this must be based on each employee having high professional qualities, a sense of responsibility for work, and good moral character. Otherwise, team spirit will become an empty talk. So how to actively promote team spirit? Specific to each department, if you work hard and your performance is recognized by your leadership, it will inevitably affect the colleagues around you. Everyone will follow your example, and your progress will invisibly drive everyone to make progress together. On the contrary, the achievements of others will also become the motivation for you to keep making progress, thus creating a virtuous circle of chain reactions. The second is to learn to communicate with departments and leaders. The company's organizational distribution is like a network. Each department seems independent, but in fact there are certain connections between them. Take the finance department as an example, they have to deal with every department in daily business. Keep in touch with departments, listen to their opinions and suggestions, and correct problems in a timely manner. In this way, on the one hand, the supervisory function is effectively exerted, and on the other hand, information can be fed back to the leadership in a timely manner, changing the work from passive to active. The third is to have an enterprising spirit to always reach the top. This puts forward higher requirements for our financial personnel - sailing against the current, or retreating if we don't advance. If you want to develop in your career, you must arm your mind to adapt to the market competition environment of survival of the fittest.

There can be many opportunities in life. In the days to come, we must turn our thoughts into actions and use our diligence and wisdom to draw a blueprint for the future. Does the department store cashier supervisor have the authority to decide whether to recruit this cashier?

No, as long as it is a regular department store, the recruitment of cashiers is decided by the HR department. However, the cashier supervisor has the power to influence the recruiter's judgment. That is to say, if you apply for a cashier job, but the cashier supervisor is biased against you and proposes to HR not to hire you, this is also normal. But there is also a situation where the HR of a certain department store is so busy that they have no time to recruit. It is possible to delegate the recruitment power to various department managers or supervisors, but in the end the contract is signed with the department store, not with the cashier supervisor. verbal agreement. If I get injured on the job, does the factory have the right to reject me?

No! For work-related injuries of one to four levels, the labor relationship cannot be terminated. For five to six work-related injuries, the employer cannot initiate the termination of the labor relationship.

At levels seven to ten, the labor contract can be terminated when the contract expires or the employee takes the initiative! Does the urban management have the right to collect the car?

Vehicles occupied the sidewalk and forced people into the driveway. After dialing 110, they said to call the traffic police. The traffic police said to call the urban management, so the solution has not been solved. If the urban management was abolished and turned into a law enforcement brigade of the public security, wouldn’t it be Has everything been resolved? Does the urban management have the right to confiscate the DM order?

It depends on your local regulations!

Does the property manager have the right to fire cleaning staff?

Check whether Party A of the contract is a property manager. If Party A is a property manager, the supervisor has the right to fire the subordinate Cashier Director

Cashier Director Does the urban management have the right to confiscate things?

There is no power to confiscate other people’s property without following legal procedures. According to the Administrative Penalty Law, for example: first show the certificate, then confiscate the property, and issue a receipt (clearly write down the confiscated items and their quantity, The confiscated unit, etc.) shall also be informed of the rights and legal remedies of the confiscated person. 1. Implement the laws, regulations and rules related to urban management of the country and this city, and govern and maintain the order of urban management.

2. Organize the drafting of local laws and regulations on comprehensive administrative law enforcement of urban management in this city, and study and propose opinions and measures to improve the comprehensive administrative law enforcement system of urban management in this city.

3. Responsible for the guidance, overall coordination and organization and scheduling of urban management supervision and administrative law enforcement in this city.

4. Responsible for the supervision and assessment of the city’s urban management supervision and administrative law enforcement team.

5. Responsible for professional administrative law enforcement in the city's municipal facilities, urban public utilities, urban water conservation and parking lot management, and responsible for the investigation and handling of major cross-regional and cross-regional cases assigned by leaders in the administrative law enforcement of the urban management and supervision team. Work.

6. Responsible for the organizational construction, style construction, team building and integrity and diligence construction of the city's urban management supervision and administrative law enforcement system.

7. Undertake other matters assigned by the Municipal *** and the Municipal Municipal Management Committee.

Do bandits have the right to steal things? Does the supervisor of Heilan House have the right to fire employees?

The labor relationship is formed between the employee and the unit and not between a certain supervisor. If the termination is also the termination between the unit and the employee, does the supervisor have the right to do so? After making this decision, dismissal in the name of the unit depends on the regulations within the unit, but it certainly cannot be dismissed in the name of an individual.

Article 39 of the "Labor Contract Law" If an employee has any of the following circumstances, the employer may terminate the labor contract:

(1) During the probation period, he is proven to be unqualified. Conditions of employment;

(2) Serious violation of the employer’s rules and regulations;

(3) Serious dereliction of duty, malpractice for personal gain, causing significant damage to the employer;

(4) The employee establishes labor relations with other employers at the same time, which seriously affects the completion of the work tasks of the employer, or refuses to make corrections after the employer proposes;

(5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26, Paragraph 1 of this Law;

(6) Being held criminally responsible according to law.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

(1) The employee is sick or injured not due to work, and after expiration of the prescribed medical treatment period, he is unable to engage in the original job, nor is he unable to engage in another job arranged by the employer;

(2) The employee is incompetent for the job and remains incompetent after training or job adjustment;

(3) The objective circumstances on which the labor contract was concluded have undergone major changes, resulting in the failure of the labor contract to be performed, and the employer is unable to perform the job. The unit negotiates with the employee and fails to reach an agreement on changing the contents of the labor contract.

Article 41 If one of the following circumstances occurs and it is necessary to lay off more than 20 employees or to lay off less than 20 employees but accounting for more than 10% of the total number of employees of the enterprise, the employer shall notify the employer 30 days in advance. After the trade union or all employees explain the situation and listen to the opinions of the trade union or employees, the staff reduction plan can be reported to the labor administration department:

(1) Reorganization in accordance with the provisions of the Enterprise Bankruptcy Law; < /p>

(2) Serious difficulties occur in production and operation;

(3) The enterprise changes production, makes major technological innovations or adjusts its business methods, and still needs to lay off employees after changing the labor contract; < /p>

(4) Other major changes in the objective economic conditions based on which the labor contract was concluded make it impossible to perform the labor contract.

When reducing personnel, priority should be given to retaining the following personnel:

(1) Those who have concluded a longer-term fixed-term labor contract with the unit;

(2) ) has entered into an unfixed-term labor contract with the unit;

(3) There are no other employed persons in the family, and there are elderly people or minors who need to be supported.

If an employer reduces personnel in accordance with the provisions of paragraph 1 of this article and recruits new personnel within six months, it shall notify the personnel who were laid off and give priority to the personnel who were laid off under the same conditions.