Legal analysis: The earliest "Three Major Disciplines and Eight Points of Attention" were stipulated in the "Regulations of the Red Army Soldiers Association" promulgated by the Red Army on September 25, 1930. It was developed in early April 1928 , Mao Zedong formulated the three disciplines and six points of attention, that is, the three disciplines are: 1. Don’t take anything from workers, farmers, and small businessmen; 2. Fight local tyrants and return them to the public; 3. Follow orders in all actions.
Legal basis: "Labor Contract Law of the People's Republic of China"
Article 37 An employee may be terminated by notifying the employer in writing 30 days in advance. contract. During the probation period, the employee can terminate the labor contract by notifying the employer three days in advance.
Article 38 If the employer has any of the following circumstances, the employee may terminate the labor contract:
(1) Failure to provide labor protection or labor conditions as stipulated in the labor contract ;
(2) Failure to pay labor remuneration in full and on time;
(3) Failure to pay social insurance premiums for workers in accordance with the law;
(4) ) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;
(5) The labor contract is invalid due to the circumstances stipulated in paragraph 1 of Article 26 of this Law;
(6) Other circumstances under which workers may terminate labor contracts under laws and administrative regulations.
If the employer forces the employee to work by means of violence, threats or illegal restrictions on personal freedom, or if the employer violates the rules and orders or forces risky work that endangers the personal safety of the employee, the employee may immediately terminate the labor contract , there is no need to notify the employer in advance
Article 39 If the employee has any of the following circumstances, the employer may terminate the labor contract:
(1) The employee is certified during the probation period Not meeting the employment conditions;
(2) Seriously violating the rules and regulations of the employer;
(3) Serious dereliction of duty, engaging in 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 Article 26, Paragraph 1, Item 1 of this Law;
(6) Being investigated for criminal liability in accordance with the 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 not competent for the job and is still not competent for the job after training or adjusting his job position;
(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 has The unit negotiates with the employee and fails to reach an agreement on changing the contents of the labor contract.