Legally fire or lay-off of your employees

The right to exercise the prerogative of management is disproportionate to the apparent large number of workers 'fundamental rights' according to Thai law. This is in many cases, the courts of work every day, vis-à-vis employment and unemployment reflected in this country. This article is intended to protect the employer from "unfair dismissal" dress and the staff of disarmament "by their employers cunning.

The following are valid reasons for termination areA. Staff

1 violations of work rules, regulations or orders. This can be used if a worker has to stop to alert your employer. A written warning will be valid for one year from the date of injury. Against this country can be used, the employee must have been adequately informed about the provisions for night work, at the start. The rules of work, also need to be in good faith. Otherwise it's just a piece of paper on whichno rights and obligations may arise. E 'nil.

2 incompetence. This may be the most difficult of all valid reasons for termination, but is used more often. To use this as a reason, the employer must ensure that performance evaluations are conducted regularly and properly documented. The extent and nature of work and the type of work needs to be implemented will be carefully explained to employees, not only to achievedesired result, but also for incompetence in the workplace to avoid.

3 excessive and unexplained absences. Absences for short periods and for appropriate reasons, are not permitted by applicable law. Homes are required to observe. Maternity, sickness and annual programs of leaves are legally granted to employees as well. Considering all this, a long unexplained absence was certainly a ground for termination is lawful.

4 intentionally causing loss ofagainst an employer. Each company employs a sales approach or another. This is exactly why it is called a "business", an income-generating activities. Every employee is hired because he or she has something to offer, the formation of the income of the company, not vice versa. Losses can be predicted. The difficulties are met and processed. But if the employee intentionally activity of the employer, he or she is no longer for the work he or she was sabotaged adjustedJustification for the need to end the relationship.

Note, however, that this ground for termination must be proven by clear and convincing evidence. The intent "is just a state of mind and remains unknown absent overt acts, which may cause the loss of its windows.

5th Commission of an offense against the employer. Of course, if a crime is committed against the employer, followed by dismissal. The fact that the Commission must be demonstrated, however, evenreasonable doubt. Serious allegations are involved here and probably destroy a person's life, liberty and honor. False accusations are a punishable offense. Therefore, if an employer who intends to use this land, must do so in good faith and without malice.

6 'imprisonment under a final judicial decision. Please note that the detention must have a final decision, and not just some little offense caused.

The bottom line is really that employees mustare treated fairly and should not leave anything in the store. Having everything in writing. The success of any enterprise depends largely on a fair and well thought out. If in doubt, consult a lawyer with experience of work.