雇主應監督僱員的表現，並繼續提供反饋和鼓勵。即使不再存在問題，也應召開

雇主應監督僱員的表現，並繼續提供反饋和鼓勵。即使不再存在問題，也應召開會議以審查和討論員工的績效。這使雙方都可以確認問題已解決。雇主應向員工提供正面和負面反饋，並應與員工合作以確保持續改善績效。如果員工的績效沒有改善，則可能需要採取更嚴肅的措施，包括進一步諮詢，發布正式警告，以及最終如果無法解決該問題，終止僱傭關係。終止僱傭關係如果員工的績效沒有達到可接受的標準，則可以選擇終止僱用。雇主不能在“嚴酷，不公正或不合理”的情況下解僱僱員。嚴厲，不公正或不合理的情況將取決於每種情況的情況。但是，對員工公平是很重要的，尤其是在終止僱用方面。應該給他們開除的理由，並有機會對這些理由作出回應。

結果 (英文) 1:

Employers should monitor employee performance and continue to provide feedback and encouragement.

Even if the problem no longer exists, should convene a meeting to review and discuss the performance of employees. This allows both parties can confirm that the problem has been resolved. Employers should provide staff with positive and negative feedback, and should work with staff to ensure continuous improvement in performance.

If the employee's performance does not improve, you may need to take more serious measures, including further consultation, issued a formal warning, and eventually if Wufajiejue this issue, termination of employment.

Termination of employment

if the employee's performance did not meet acceptable standards, you can choose to terminate employment.

Employer can not dismiss an employee in the case of "harsh, unjust or unreasonable". Harsh, unjust or unreasonable situation will depend on the circumstances of each case. However, employees fair is very important, particularly with regard to termination of employment. Should give reasons for their expulsion and the opportunity to respond to those reasons.

結果 (英文) 2:

Employers should monitor employees' performance and continue to provide feedback and encouragement.

Even if there are no more problems, a meeting should be held to review and discuss the employee's performance. This allows both parties to confirm that the issue has been resolved. Employers should provide positive and negative feedback to employees and should work with employees to ensure continuous performance improvement.

If the employee's performance does not improve, more serious action may be required, including further consultation, a formal warning, and, ultimately, termination of the employment if the issue is not resolved.

Termination of employment

If an employee's performance does not meet acceptable standards, he or she can opt-out of employment.

Employers cannot dismiss employees in "severe, unjust or unreasonable" circumstances. Severe, unjust or unreasonable circumstances will depend on each situation. However, it is important to be fair to employees, especially when it comes to termination. They should be given grounds for dismissal and given the opportunity to respond to them.

結果 (英文) 3:

Employers should monitor employee performance and continue to provide feedback and encouragement.
Meetings should be held to review and discuss employee performance, even if there is no longer a problem. This allows both sides to confirm that the problem has been resolved. Employers should provide positive and negative feedback to employees and work with employees to ensure continuous improvement of performance.
If the employee's performance does not improve, more serious measures may be needed, including further consultation, the issuance of formal warnings, and ultimately the termination of the employment relationship if the problem cannot be resolved.
Termination of employment
If the employee's performance does not meet acceptable standards, the employee can choose to terminate the employment.
Employers cannot fire employees in "harsh, unfair or unreasonable" circumstances. Severity, injustice or irrationality will depend on the circumstances of each case. However, it is important to be fair to employees, especially in terms of termination. They should be given reasons for dismissal and have the opportunity to respond to them.