The dismissal of an executive in Lundbeck Korea was unfair

Most of the reasons for disciplinary action by management are disapproved

The National Labor Relations Commission issued an order to reinstate the job, saying that the dismissal of former executives in Lundbeck Korea was unfair.

 

According to related industries on the 7th, the National Labor Relations Commission held an interrogation meeting on July 30 and sided with Mr.

 

A in the case of a ``unfair dismissal request'' filed against the company by former Lundbeck Korea executive A.

 

The National Labor Relations Commission recently issued an award containing the contents.

 

The National Labor Relations Commission acknowledged that the dismissal of Mr.

 

A by Lundbeck Korea was unfairly dismissed, and ordered that Mr.

 

A be reinstated to his original position within 30 days from the date on which he was served, and paid the equivalent of the wages he would have received if he worked normally during the dismissal period.

 

In this regard, Lundbeck Korea held a disciplinary committee on April 13th, and Mr.

 

A notified his dismissal in writing for violating Article 12 of the employment rules.

 

▲ Article 4 (duty of integrity) ▲ Article 9 (prohibited matters) 5 and 6 ▲ Article 27 (waiting order) Article 82 (Disciplinary) 3, 5, 8, 11, and 12.

 

The company's explanation is that despite the violation of internal guidelines during the selection process of the contractor, and misconduct such as lies and non-cooperation in work, Mr.

 

A did not reflect and his work attitude did not improve.

 

and the dismissal was notified properly.

 

Mr.

 

A received a notification of 'dismissal' from the company on April 16, three days after the disciplinary committee was held, and filed a request for relief from unfair dismissal to the committee on June 2nd.

 

The National Labor Relations Commission said, "The dismissal is an abuse of the disciplinary discretion of the employer due to an excessive amount of dismissal compared to the recognized disciplinary grounds." For example, it is pointed out that the problem of the open tendering process for a contractor is that it is not recognized as a misconduct by Mr.

 

A because the CEO and the head office have the final decision authority and the duty of management and supervision.

 

It was considered that the specific grounds for the claim that Mr.

 

A failed to comply with the work order or disturbed the workplace order were insufficient.

 

Among the multiple disciplinary grounds, it is the position that Mr.

 

A only admits one act of attending the academic conference without approval from the management during the waiting period.

 

According to this decision, Lundbeck Korea must reinstate Mr.

 

A within 30 days of service of the decision and pay the wages for the dismissal period, or request a reconsideration with National Labor Relations Commission within 10 days.