Although it is true that in the Federal Labor Law (LFT) It contains the rights to which workers in the Mexican formal sector have access, at the same time it also contains the obligations that they have towards the companies and employers for which they work.
Under this understanding, article 47 of the Federal Labor Law (LFT) makes it clear that, In the event that a worker in the Mexican formal sector carries out actions that damage the company's facilities, the employer may terminate the employment relationship..
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In this way, if an employee carries out actions that damage the facilities or any material related to their work activities provided by the company, the employer may dismiss them without having any responsibility.
However, it must be said that there are other reasons, supported by the Federal Labor Law (LFT), by which companies can dismiss their workers, and they are the following:
*Deceive the worker or, where applicable, the union that had proposed or recommended him with false certificates or references in which the worker is attributed capacity, skills or powers that he lacks. This cause for termination will cease to have effect after thirty days of the worker providing his services.
*The worker incurs, during his work, in lack of probity or honesty, in acts of violence, threats, insults or bad treatment against the employer, his family or the management or administrative staff of the company or establishment, or against clients and suppliers of the employer, unless there is provocation or acting in self-defense.
*Committing the worker against any of his colleagues, any of the acts listed in the previous section, if as a consequence of them the discipline of the place where the work is performed is altered.
*Commit the worker, outside of service, against the employer, his family or administrative management personnel, any of the acts referred to in section II, if they are so serious that they make compliance with the employment relationship impossible.
*The worker causes the damages referred to in the previous section as long as they are serious, without fraud, but with such negligence that it is the sole cause of the damage.
*The worker, through his or her recklessness or inexcusable carelessness, compromises the safety of the establishment or the people who are in it.
*The worker commits immoral acts or acts of harassment and/or sexual harassment against any person in the establishment or workplace.
*The worker reveals manufacturing secrets or discloses confidential matters, to the detriment of the company.
*The worker has more than three absences from attendance in a period of thirty days, without permission from the employer or without justified cause:
*The worker disobeys the employer or his representatives, without just cause, whenever it concerns contracted work.
*The worker refuses to adopt preventive measures or follow the procedures indicated to avoid accidents or illnesses.
*The worker goes to work while intoxicated or under the influence of any narcotic or intoxicating drug, unless, in the latter case, there is a medical prescription. Before starting his service, the worker must inform the employer of the fact and present the prescription signed by the doctor.
*The enforceable sentence that imposes a prison sentence on the worker, which prevents him from complying with the employment relationship.
*The lack of documents required by laws and regulations, necessary for the provision of the service when it is attributable to the worker.
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