How to deal with social security in the month when employees are dismissed?

(1) Economic penalty. Including fines (not exceeding 20% of monthly salary); Economic compensation (the specific amount is determined by the employer, which can be delivered by the employee who violates the discipline or deducted from his salary, but the monthly deduction amount shall not exceed 20% of the salary of the current month); Liquidated damages (can be agreed in the contract, and the amount should be determined according to the employee's affordability, subject to local regulations). (2) A written warning. This is a written record and evidence of employees' violation of discipline and other behaviors. Generally, employees who violate discipline seriously are treated in this way. (3) adjust the post and reduce the salary. This kind of treatment should be stipulated in the internal rules and regulations, or stipulated in the labor contract, otherwise it will lack the basis and bring legal risks to the employer. (4) To terminate the contract in violation of discipline. This kind of treatment is only for employees who violate discipline seriously. When handling, we should attach importance to evidence, stress principles, strictly follow internal rules and regulations, labor contracts and state regulations, and handle according to procedures.

Legal basis:

"Interim Provisions on Payment of Wages" Article 16 If a laborer causes economic losses to the employing unit due to his own reasons, the employing unit may require him to compensate the economic losses according to the stipulations of the labor contract. Compensation for economic losses can be deducted from the employee's own salary. However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.