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回复:根本就是贴错了地方.
最初由[青山下]发布
根本就是贴错了地方.
这些人巴不得你们这些中国劳工全被赶出加拿大才心花怒放.
谁说不能告?
我10年前就曾经当过管工.即便开掉一个试用期的工人都必须给出理由.这个理由可能根本不是理由.但必须给出.否则对方有权利告你.
由经济公司介绍来的临时工人,确实不属于雇佣劳力的公司,但是他享受所有政府法定的各项劳工权益.而雇佣公司有义务保障劳工的权益.这就是加拿大.不因为你不是公民只是一个居民而剥夺你的所有合法权益.
中国人就这德性,就象挤汽车,自己上去了就拿屁股顶后来者.
尤其是那些洋奴们,生怕得罪了主子,任何情况下只会攻击自己的同类.所以,谁要在这里找个公道是自找没趣.给丫们找快感来了.
Let me share how a company or a government terminates the staff, based on my experience and the policies and procedures at my workplace.
1. Build a case before termination. Document the staff's problems and issue a performance statement which will go to the HR file. After the first and second warnings, there will be sufficient for a termination.
2. We can terminate on the spot, e.g. extreme situations, management staff.
3. Termination usually happens the first thing in the morning and is executed by HR staff.
4. HR staff will prepare a cheque and a demographic reference. The compensation is 3 weeks of salary every 1 year of service. If you have worked for 10 years, you get 30 weeks of salary. The demographic reference will state the start and end work dates and the last salary amount - no positive or negative comment.
5. No reason of termination will be provided because that will open up a potential lawsuit. The termination letter will state you will be no longer employed by the agency, with an effective date.
6. For staff on probation, we usually provide a cheque of 2 weeks salary, if terminated on the spot. No compensation if there is any fore warning.
7. For termination with just cause, no compensation will be provided. |
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