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The dismissal of an employee for reasons not related to him can be achieved by job suppression, provided that such suppression shall be effective and only with a real and serious cause, according to Article 65 of the Labor Code.
Among the reasons for the job suppression can include economic difficulties, technological transformations or business reorganization. An employee whose position is abolished shall receive active measures to combat unemployment and may receive compensation as provided by law and the applicable collective labor contract.
After a decision of job suppression, the employer is not obliged to provide the dismissed employee other job vacancies in the unit, consistent with its training and skills, according to the Labor Code. There are some court decisions which require the employer to do so, in the spirit of the law to protect employees.
A job suppression decision is issued in writing and shall include the period of notice.
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