Pursuant to Article 38.1(a) of the Labor Code, Employees’ failure to fulfil their tasks regularly is considered one of the reasons that allow Employers to unilaterally terminate LCs[1]. Stretching the pay raise period for not more than 6 months, removal from office or dismissal are the labour disciplinary actions which are prescribed in the Labor…

In this case, Employers may request the competent police department to protect those who are threatened. Specifically, those who are threatened should record audios/videos or use other methods to create the evidence on the Employees’ threatening acts. Then they can report this issue to the local police so the police will perform necessary professional tasks…

From the legal perspective, Employers must consult the TUEC when: (i) building the labour use option if the restructuring affects the employment of 2 or more Employees; and when laying-off 2 or more Employees. However, Employers are only obliged to consult the TUEC instead of being obliged to get its approval. Nevertheless, unfavourable opinions from…

In order to have an effective cooperation in laying-off Employees due to restructuring, outside lawyers, in-house counsels and human resources managers need to cooperate with each other in all the steps of a restructuring process, and should be aware of the following issues: In-house counsels and human resources managers should provide outside lawyers with as…

In this case, the management board can consider the following approaches: Step 1: In a gentle manner, the enterprise’s representative can meet these Employees to convince them to remove that information from the social networks or mass media, and have a talk to make them understand that the termination is consistent with labour law, and…