(1) serious violation of labor discipline and failure to comply with factory rules and regulations;
(2) failure to complete the production tasks for three consecutive months under normal production; product quality falling short of the standards set by the enterprise or the scrap rate exceeding the limit set by the enterprise;
(C) in the enterprise production, changes in working conditions or reorganization of labor organizations need to transfer workers, without a valid reason do not obey the transfer;
(D) violation of safety production and technical procedures, resulting in injury or death or economic loss;
(E) due to their own reasons for the damage to equipment, tools, wastage of raw materials, energy, as well as the quality of the accident, resulting in a direct economic losses More serious;
(F) poor service attitude, bad influence, or unauthorized raise the price of etc., short catty, deductions from the masses, harming the interests of consumers;
(VII) production, working hours do not conscientiously fulfill the job responsibility system, unauthorized off-duty, crosstalk, sleep, resulting in more serious consequences;
(VIII) use of raw materials in the enterprise or in the working time to do private work
(ix) unreasonable, fighting, drunkenness, gambling affect the production and working order;
(x) embezzlement, theft, extortion, bribery, bribery and malpractice, not enough to criminal punishment;
(xi) committed other serious errors.
Employees who meet the conditions for removal or dismissal shall be executed in accordance with the provisions of the Regulations on Rewards and Punishments for Enterprise Employees.
Disciplinary old, sick and disabled and work-related injuries to workers, and disciplinary female workers during pregnancy and maternity leave, should be handled with caution and not dismissed easily. Article IV of the enterprise dismissal of disciplinary employees by the team, the workshop to form a written material, put forward the views of the factory meeting to discuss, seek the views of the trade unions, the factory director for approval, and reported to the competent departments of the enterprise and the local labor administrative department for the record. Article 5 When a small enterprise dismisses a disciplinary employee, it shall obtain the consent of the competent department of the enterprise. Article 6 An enterprise shall deal with a disciplinary employee in a timely manner, generally within one month from the date of the report by the workshop. Article 7 Enterprises shall issue the Certificate of Dismissal of Disciplined Employees uniformly printed by the Provincial Department of Labor and Personnel to the dismissed disciplined employees. Dismissed employees can go to the county (city or district) labor service company where their household accounts are located to register as unemployed with the Certificate of Dismissal of Disciplined Employees.
The management of the dismissed employees during the period of unemployment and the payment of unemployment benefits and medical subsidies shall be handled in accordance with the "Rules for the Implementation of the Provisional Provisions on the Unemployment Insurance for Employees of State-Owned Enterprises in Jilin Province". Article 8 If a dismissed disciplined employee is not satisfied with the dismissal treatment made by the enterprise, he/she may, within fifteen days from the date of receipt of the Certificate of Dismissal of Disciplined Employee, lodge a complaint with the local Labor Dispute Arbitration Committee, which will arbitrate the case, or if he/she is not satisfied with the arbitration, he/she may file a lawsuit with the local People's Court. Article 9 If a dismissed disciplined employee refuses to leave the factory with excuses, makes unreasonable demands and pesters the leaders, thus affecting the production, work and social order, he/she shall be dealt with by the public security department in accordance with the relevant provisions of the Regulations on Public Security Administration Punishments. Article 10 The enterprise shall formulate specific measures in accordance with the Implementing Rules, which shall be implemented after discussion and adoption by the staff congress. Article XI of the implementation of the rules issued before, has been dealt with in accordance with the relevant provisions of the employees, no new problems found will not be re-treated. Article XII of the Implementing Rules by the Provincial Department of Labor and Personnel is responsible for the interpretation. Article XIII of these rules shall come into force from October 1, 1986 onwards.