The employee communicates with insults;

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Legal requirements for collective dismissal (ERE)
There are other important legal requirements to consider when carrying out a collective dismissal, since in this case several workers are affected at the same time. Let's see what they are indicated in Article 51 of the Workers' Statute :

Qualitative requirements : apply when the causes of the objective dismissal affect at least 10% of the workers in a period of 90 days.
Legal representation of workers : the company must provide a period of no more than 30 days for consultations with the legal representatives of the workers.
Labor authority : It is also a duty and an obligation to communicate the decision of collective dismissal to the competent labor authority.
Communication with employees : This last requirement is very important, since the company must provide all possible information to the employee about the cause of dismissal with 15 days' notice.
Disciplinary dismissal with cause
We previously discussed the existence of various types of justified dismissals, including disciplinary dismissal. This is applied in very specific cases where the employee engages in conduct that goes against the correct behaviour of society and the work environment.

Here we mention some of the most well-known causes for this type of dismissal:

He uses violence against his coworkers;
Cases of harassment arise;
Drug or alcohol use, which affects your performance;
There are recurrent absences or late arrivals to the work area without justification;
The worker has undisciplined behavior;
There is a decrease in voluntary work performance.
In the case of a justified disciplinary dismissal, the employee is not list of south korea cell phone number entitled to receive compensation if it is justified. However, it should be noted that the employee can receive Social Security benefits for dismissal, provided that the person meets the necessary requirements.

Legal regulations for disciplinary dismissal
For this type of dismissal, there are also certain rules that the company must follow to ensure that the dismissal is fair. In general, the dismissal letter must be delivered to the employee, indicating the cause and the date from which the dismissal will be valid. The difference with the previous case is that no advance notice is required.

Legal representation of the workers is also required, especially if the person involved is part of a union. This is done in order to review the facts that led to the dismissal and ensure that collective agreements are complied with.

Employee rights in the event of fair dismissal
All employees who receive a letter of dismissal have the right to challenge the reason for the dismissal and to receive compensation, if the reason is objective.