{"id":7614,"date":"2019-08-26T11:44:06","date_gmt":"2019-08-26T03:44:06","guid":{"rendered":"https:\/\/www.workstem.com\/?p=7614"},"modified":"2024-11-07T15:27:04","modified_gmt":"2024-11-07T07:27:04","slug":"employee-dismissal-consultation","status":"publish","type":"post","link":"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/","title":{"rendered":"[Laying off People], You May End up in a Lawsuit If You Don\u2019t Pay Attention to These 5 Tips"},"content":{"rendered":"<div class='post-index' id='post-index'><a href='###' id='post-index-close'><i class='fa fa-list'><\/i><\/a>\r\n\t\t\t\t<h3 class='post-index-title'>Chapter catalogue<\/h3>\r\n\t\t\t\t<div class='post-index-inner' id='post-index-inner'>\r\n\t\t\t\t<ol class='post-index-list'><li class=\"post-index-item\" data-tt=\"title-idx-0\" ><a href=\"###\"title=\"The employment contract must comply with the EO and be clearly stipulated\">The employment contract must comply with the EO and be clearly stipulated<\/a><\/li><li class=\"post-index-item\" data-tt=\"title-idx-1\" ><a href=\"###\"title=\"Can an employer summarily dismiss an employee?\">Can an employer summarily dismiss an employee?<\/a><\/li><li class=\"post-index-item\" data-tt=\"title-idx-2\" ><a href=\"###\"title=\"Severance Payment and Long Service Payment\">Severance Payment and Long Service Payment<\/a><\/li><li class=\"post-index-item\" data-tt=\"title-idx-3\" ><a href=\"###\"title=\"Termination Payment\">Termination Payment<\/a><\/li><li class=\"post-index-item\" data-tt=\"title-idx-4\" ><a href=\"###\"title=\"How to make your company manage these tasks more effectively?\">How to make your company manage these tasks more effectively?<\/a><\/li><\/ol>\r\n\t\t\t<\/div><\/div>\r\n\t\t\t<script>\r\n\t\t\t$(function(){\r\n\t\t\t\tvar contIdxHeight = $('#post-index-inner').height()+20;\r\n\t\t\t\t$('#post-index-inner').css('height',contIdxHeight+'px');\r\n\t\t\t\t$('#post-index-close').on('click',function(){\r\n\t\t\t\t\tif($('#post-index-inner').height()>20) {\r\n\t\t\t\t\t\t$('#post-index-inner').css('height',0);\r\n\t\t\t\t\t\t$('#post-index-inner').css('padding-top',0);\r\n\t\t\t\t\t} else {\r\n\t\t\t\t\t\t$('#post-index-inner').css('height',contIdxHeight+'px');\r\n\t\t\t\t\t\t$('#post-index-inner').css('padding-top','20px');\r\n\t\t\t\t\t}\r\n\t\t\t\t});\r\n\t\t\t\t$('.post-index-item').on('click',function(){\r\n\t\t\t\t\tvar tt=$(this).data('tt');\r\n\t\t\t\t\tscrollPosition(document.getElementById(tt));\r\n\t\t\t\t});\r\n\t\t\t});\t\r\n\t\t\t<\/script><div class='post-content-full'><p>It\u2019s hard to hire, but it\u2019s even harder to fire. For HR professionals, employment termination is way more complicated than staff recruitment if the labor contract is not expired. In recent years, many labor disputes revolve around the keyword \u201cDismissal\u201d. Embroiled in a lawsuit or a social media crisis can cause quite a bit of damage to the company\u2019s image. So what is the reason that\u00a0engages companies in dismissal disputes?<\/p>\n<p>In Hong Kong, the Employment Ordinance(EO) is used to protect employees from wrongful dismissal. The first thing we should know is the worst possible scenario when firing an employee, and under what circumstances can the employee claim compensation from his or her employer. This relates to severance payment, payment in lieu of any untaken leave, and etc. If your HR department is not familiar with these regulatory policies, your company is likely to suffer losses or even get sued. So today we\u2019re going to talk about the 4 tips every employer should know about when it comes to dismissing employees.<\/p>\n<h2 id=\"title-idx-0\" class=\"icon-anchor\">The employment contract must comply with the EO and be clearly stipulated<\/h2>\n<p>No matter the employee is temporary, part-time, or full-time,HR should always stipulate a comprehensive employment contract to protect the rights and interests of the company and the employee, whether to keep or dismiss the employee. The contract should comply with the EO to avoid labor disputes.<\/p>\n<p>There\u00a0is a post on the Internet\u00a0that an employee\u2019s contract expires after the holiday. His\u00a0employer lets him\u00a0have an early\u00a0holiday so that the notice\u00a0period can be shortened and he doesn\u2019t have to pay any compensation. Is the boss really so\u00a0concerned about\u00a0his employee that he wants to relieve them\u00a0from the hell-like\u00a0job?<\/p>\n<p>Under\u00a0HK Legislation\u00a0chapter\u00a057,\u00a0the EO, if an employee is employed under a continuous contract and he is within the first month of probation, his\u00a0employer can terminate employment\u00a0at any time without giving notice beforehand. However, after the first month of probation, or the probation period has ended, or there is no probation period, to terminate employment, either the employer or the employee, they will need to give the other party no less than 7-day notice or offer payment in lieu of notice.<\/p>\n<p>So what is \u201cPayment in lieu of notice\u201d? It is a concept in Hong Kong and Taiwan\u00a0that when a company tries to dismiss an\u00a0employee\u00a0and decides not to give a notice beforehand, a payment will need to be made to the employee by the\u00a0employer for the\u00a0notice period. Usually,\u00a0it\u2019s\u00a0a\u00a0salary of 7 days or one month.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20618\" src=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period.png\" alt=\"Payment in lieu of notice\" width=\"790\" height=\"558\" srcset=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period.png 1024w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-300x212.png 300w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-768x542.png 768w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-624x441.png 624w\" sizes=\"auto, (max-width: 790px) 100vw, 790px\" \/><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20620\" src=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-2-min.png\" alt=\"when a company tries to dismiss an employee and decides not to give a notice beforehand, a payment will need to be made to the employee by the employer for the notice period. Usually, it\u2019s a salary of 7 days or one month.\" width=\"790\" height=\"558\" srcset=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-2-min.png 1024w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-2-min-300x212.png 300w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-2-min-768x542.png 768w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/During-Probation-Period-2-min-624x441.png 624w\" sizes=\"auto, (max-width: 790px) 100vw, 790px\" \/><\/p>\n<p>Especially for long-serving\u00a0employees,<span style=\"color: #3366ff\"><a style=\"color: #3366ff\" href=\"https:\/\/www.workstem.com\/hk\/en\/product\/payroll\/?utm_source=blogpost&amp;utm_medium=blog&amp;utm_campaign=employee-dismissal-consultation&amp;utm_term=fr\" target=\"_blank\" rel=\"noopener\">payment in lieu of notice<\/a><\/span>\u00a0not only includes basic salary, but also commission, allowance, attendance\u00a0bonus, year-end\u00a0bonus, and etc. The way in which an employee is dismissed will affect the amount of MPF and long service payment\u00a0he can receive. The salary calculation and dismissal notice period will need to comply with the company\u2019s policy, the EO, and the employee handbook.<\/p>\n<p>Furthermore, many companies focus on the capability\u00a0and devotion\u00a0of their employees\u00a0and some employees\u00a0can become quite different people\u00a0in\u00a0work compared to their interview impression. Or the employee may have the idea of quitting when they realize the differences\u00a0between their imagination\u00a0and the job\u2019s actual scope of work. The probation period provides an &#8220;observation period&#8221; for employers and employees to get to know each other\u00a0and spot issues early in the process to minimize possible losses. Outside the probation period, the employer should negotiate with the employee and specify\u00a0a notice period in the labor contract, so as to\u00a0avoid unnecessary disputes when it comes to dismissal.<\/p>\n<h2 id=\"title-idx-1\" class=\"icon-anchor\">Can an employer summarily dismiss an employee?<\/h2>\n<p>As we\u2019ve said, the standard dismissal procedure is: 1) The employer gives the employee a notice and terminates the employment after the\u00a0notice\u00a0period ends; 2) A payment in lieu of notice\u00a0is made to the employee and the employment is terminated immediately.<\/p>\n<p>In the following scenarios, the employer\u00a0or the employee can terminate\u00a0the employment immediately\u00a0without a notice period or payment in lieu of notice.<\/p>\n<p><strong>When the employee:<\/strong><\/p>\n<ul>\n<li>wilfully disobeys a lawful and reasonable order;<\/li>\n<li>misconducts himself;<\/li>\n<li>is guilty of fraud or dishonesty; or<\/li>\n<li>is habitually neglectful in his duties (exclude taking part in a strike)<\/li>\n<li>reasonably fears physical danger by violence or disease;<\/li>\n<li>is subjected to ill-treatment by the employer; or<\/li>\n<li>has been employed for not less than five years and is certified by a registered medical practitioner or a registered Chinese medicine practitioner as being permanently unfit for the type of work he is being engaged.<\/li>\n<\/ul>\n<p><strong>In the following 5 scenarios\u00a0employers are not allowed to dismiss\u00a0employees:<\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20616\" src=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/5-tips-1-min.png\" alt=\" 5 scenarios employers are not allowed to dismiss employees\" width=\"790\" height=\"323\" srcset=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/5-tips-1-min.png 885w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/5-tips-1-min-300x123.png 300w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/5-tips-1-min-768x314.png 768w, https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/5-tips-1-min-624x255.png 624w\" sizes=\"auto, (max-width: 790px) 100vw, 790px\" \/><\/p>\n<p>This probably\u00a0is the most controversial part. The Hong Kong Employment Ordinance\u00a0states:\u201d\u00a0Summary dismissal is a serious disciplinary action. It only applies to cases where an employee has committed very serious misconduct or fails to improve after the employer&#8217;s repeated warnings.\u201d<\/p>\n<p>Employee John Doe joined the company 8 years ago and was promoted to the director of the company. His boss once said:\u201d As long as the money you get from selling the machine is enough to buy our guys dinner.\u201d When the boss was not in Hong Kong, John Doe sold 2 old grinding machines that were no longer in use at a low price of HK$4000. The boss later fired John Doe for gross negligence and John Doe then sued the company and received a compensation of HK$160,1000.<\/p>\n<p>(*The\u00a0contents are\u00a0for\u00a0reference\u00a0purposes\u00a0only and do not constitute legal advice)<\/p>\n<p>How can we tell if a\u00a0summary dismissal\u00a0is based on valid reasons, rather than causing disputes and compensation as in the above case? A safer way is to consult\u00a0experts or consultant firms to see if\u00a0the employees&#8217; capabilities\u00a0and behavior meet the needs of\u00a0the company from the perspective of a third party, so as to decide whether to dismiss the employee\u00a0summarily\u00a0and avoid damaging the company&#8217;s image.<\/p>\n<h2 id=\"title-idx-2\" class=\"icon-anchor\">Severance Payment and Long Service Payment<\/h2>\n<p>Depending\u00a0on how the employment is terminated, long service payment or severance should be paid to the employee. What\u2019s the difference?<\/p>\n<p>Under Chapter 11 of the EO, an employee is eligible for severance payment if he is under a continuous contract for not less than 24 months and meets the corresponding conditions;<\/p>\n<p>An employee is eligible for long service payment if he is under a continuous contract for not less than 5 years and he is not summarily dismissed due to his serious misconduct or his dismissal is not by reason of redundancy. As we\u2019ve said in the first part, how the employment is terminated will affect the long service payment an employee can receive. If he is summarily dismissed by his employer, he could lose long service payment.<\/p>\n<p>It is within employees\u2019 right to timely receive reasonable severance payment or long service payment. When dealing with termination of employment, the employer should work out the employee\u2019s years of service and wages through HR to calculate the payment. The payment should be made to the employee or his family within three months (severance payment) or seven days (long service payment) after the date of termination of employment contract. Otherwise, the employee is liable to prosecution and, upon conviction, to a fine of HK$50,000 (severance payment) or to a fine of HK$350,000 and to imprisonment for three years (long service payment).<\/p>\n<table>\n<tbody>\n<tr>\n<td colspan=\"2\"><b>The following formula applies to the calculation of both severance payment and long service payment<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Monthly-paid employee<\/span><\/td>\n<td><span style=\"font-weight: 400\">(last month wages X 2\/3) X reckonable years of service<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Daily-rated employee<\/span><\/td>\n<td><span style=\"font-weight: 400\"> (any 18 days&#8217; wages chosen by the employee out of his last 30 normal working days) X reckonable years of service<\/span><\/td>\n<\/tr>\n<tr>\n<td colspan=\"2\">\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Service of an incomplete year should be calculated on a pro rata basis.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">An employee may also elect to use his average wages in the 12 months immediately preceding the termination of employment contract for the calculation; the sum should not exceed 2\/3 of HK$22,500 (i.e.HK$15,000).<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 id=\"title-idx-3\" class=\"icon-anchor\">Termination Payment<\/h2>\n<p>The items and amount of payments payable to an employee on termination of employment depend on a number of factors such as the length of service, the terms of employment contract, and the reason for termination of the contract. For quick reference, termination payments usually include:<\/p>\n<ul>\n<li>outstanding wages;<\/li>\n<li>payment in lieu of notice, if any;<\/li>\n<li>payment in lieu of any untaken annual leave, and any pro rata annual leave pay for the current leave year;<\/li>\n<li>any outstanding sum of end of year payment, and pro rata end of year payment for the current payment period;<\/li>\n<li>where appropriate, long service payment or severance payment;<\/li>\n<li>other payments under the employment contract, such as gratuity, provident fund, etc.<\/li>\n<\/ul>\n<p>An employer is required to pay interest on the outstanding wages due to the employee if he fails to pay wages to the employee within seven days, except for severance payment, after the termination or expiry of contract. An employer who wilfully and without reasonable excuse fails to pay termination payments when they become due is liable to prosecution and, upon conviction, to a fine of HK$350,000 and to imprisonment for three years.<\/p>\n<h2 id=\"title-idx-4\" class=\"icon-anchor\">How to make your company manage these tasks more effectively?<\/h2>\n<p>After reading these, do you agree HR work is not easy? Not only to manage all kinds of administrative work, but also to do all the calculations when an employee leaves his job. Being proficient in the Employment Ordinance is also very important because you don\u2019t want to accidentally break the law. In this case, why not consider consulting experts or consultant firms, or even outsourcing your administrative work of <span style=\"color: #3366ff\"><a style=\"color: #3366ff\" href=\"https:\/\/www.workstem.com\/hk\/en\/product\/hr-mobile-app\/?utm_source=blogpost&amp;utm_medium=blog&amp;utm_campaign=employee-dismissal-consultation&amp;utm_term=fr\" target=\"_blank\" rel=\"noopener\">HR Management<\/a><\/span> to an experienced company such as<span style=\"color: #3366ff\"><a style=\"color: #3366ff\" href=\"https:\/\/www.workstem.com\/hk\/en\/?utm_source=blogpost&amp;utm_medium=blog&amp;utm_campaign=employee-dismissal-consultation&amp;utm_term=fr\" target=\"_blank\" rel=\"noopener\"> Workstem<\/a><\/span>. We will greatly reduce your company\u2019s cost in HR &amp; administration!<\/p>\n<p><em><strong>Read More:<\/strong> <span style=\"color: #3366ff\"><a style=\"color: #3366ff\" href=\"https:\/\/www.workstem.com\/hk\/en\/blog\/notice-period\/?utm_source=blogpost&amp;utm_medium=blog&amp;utm_campaign=employee-dismissal-consultation&amp;utm_term=fr\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">How to Calculate the Notice Period When Dismissing an Employee?<\/span><\/a><\/span><\/em><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Chapter catalogue The employment contract must comply with the EO and be clearly stipulatedCan an employer summarily dismiss an employee?Severance Payment and Long Service PaymentTermination PaymentHow to make your company manage these tasks more effectively? It\u2019s hard to hire, but it\u2019s even harder to fire. For HR professionals, employment termination is way more complicated than&#8230;<\/p>\n","protected":false},"author":2,"featured_media":20592,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[272],"tags":[468,452,423],"class_list":["post-7614","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-all-en","tag-employment-ordinance","tag-termination"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>[Laying off People], You May End up in a Lawsuit If You Don\u2019t Pay Attention to These 5 Tips - Workstem<\/title>\n<meta name=\"description\" content=\"It\u2019s hard to hire, but it\u2019s even harder to fire. For HR professionals, employment termination is way more complicated than staff recruitment if the labor contract is not expired. In recent years, many labor disputes revolve around the keyword \u201cDismissal\u201d. Embroiled in a lawsuit or a social media crisis can cause quite a bit of damage to the company\u2019s image. So what is the reason that engages companies in dismissal disputes?About employee-dismissal-consultation,Learn more:\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"[Laying off People], You May End up in a Lawsuit If You Don\u2019t Pay Attention to These 5 Tips - Workstem\" \/>\n<meta property=\"og:description\" content=\"It\u2019s hard to hire, but it\u2019s even harder to fire. For HR professionals, employment termination is way more complicated than staff recruitment if the labor contract is not expired. In recent years, many labor disputes revolve around the keyword \u201cDismissal\u201d. Embroiled in a lawsuit or a social media crisis can cause quite a bit of damage to the company\u2019s image. So what is the reason that engages companies in dismissal disputes?About employee-dismissal-consultation,Learn more:\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/\" \/>\n<meta property=\"og:site_name\" content=\"Workstem\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/workstem\" \/>\n<meta property=\"article:published_time\" content=\"2019-08-26T03:44:06+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-11-07T07:27:04+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/cover-photo-min-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1050\" \/>\n\t<meta property=\"og:image:height\" content=\"490\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Sarah\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Sarah\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/\"},\"author\":{\"name\":\"Sarah\",\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/#\/schema\/person\/829f66a7099e9e362ac219f1952c4f65\"},\"headline\":\"[Laying off People], You May End up in a Lawsuit If You Don\u2019t Pay Attention to These 5 Tips\",\"datePublished\":\"2019-08-26T03:44:06+00:00\",\"dateModified\":\"2024-11-07T07:27:04+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/\"},\"wordCount\":1651,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/cover-photo-min-1.png\",\"keywords\":[\"All\",\"Employment Ordinance\",\"Termination\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/\",\"url\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/\",\"name\":\"[Laying off People], You May End up in a Lawsuit If You Don\u2019t Pay Attention to These 5 Tips - Workstem\",\"isPartOf\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.workstem.com\/hk\/en\/blog\/employee-dismissal-consultation\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.workstem.com\/wp-content\/uploads\/2019\/08\/cover-photo-min-1.png\",\"datePublished\":\"2019-08-26T03:44:06+00:00\",\"dateModified\":\"2024-11-07T07:27:04+00:00\",\"description\":\"It\u2019s hard to hire, but it\u2019s even harder to fire. For HR professionals, employment termination is way more complicated than staff recruitment if the labor contract is not expired. In recent years, many labor disputes revolve around the keyword \u201cDismissal\u201d. Embroiled in a lawsuit or a social media crisis can cause quite a bit of damage to the company\u2019s image. 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