Which of the following is not a reason for termination stated in the labor code?

Which of the following is not a reason for termination stated in the labor code?

• A. Absenteeism
• B. Serious misconduct
• C. Fraud
• D. Committing a crime against the employer

Answer: (A)

Absenteeism is not explicitly categorized under the labor code as a reason for termination. While excessive absenteeism can lead to dismissal, it typically must be proven that such absenteeism has impacted the employer's operations significantly or has occurred in violation of company policies regarding attendance. In contrast, serious misconduct, fraud, and committing a crime against the employer are all clearly defined under the labor code as justifiable grounds for termination. Serious misconduct includes actions that violate workplace rules or ethical standards, while fraud encompasses intentional deception that harms the employer, and committing a crime against the employer signifies actions that lead to a loss for the organization and breach of trust. These reasons provide more concrete grounds under legal stipulations than absenteeism, which often depends on context and specific organizational policy enforcement.

Absenteeism is not explicitly categorized under the labor code as a reason for termination. While excessive absenteeism can lead to dismissal, it typically must be proven that such absenteeism has impacted the employer's operations significantly or has occurred in violation of company policies regarding attendance.

In contrast, serious misconduct, fraud, and committing a crime against the employer are all clearly defined under the labor code as justifiable grounds for termination. Serious misconduct includes actions that violate workplace rules or ethical standards, while fraud encompasses intentional deception that harms the employer, and committing a crime against the employer signifies actions that lead to a loss for the organization and breach of trust. These reasons provide more concrete grounds under legal stipulations than absenteeism, which often depends on context and specific organizational policy enforcement.