在塔斯曼海峡对岸，澳大利亚应对不当解雇悖论的措施是，将收入超过特定“高收入门槛”的雇员排除在其不公平解雇法律保护的范围之外。
Across the Tasman Sea, Australia deals with the unjustified dismissal paradox by excluding employees earning above a specified "high-income threshold" from the protection of its unfair dismissal laws.
为了改变这种状况，应当通过对法律的明文规定探求公共政策的法源，并在此基础上扩大公共政策例外在不当解雇案件中的适用。
In order to reverse this tide, we can define the source of public policy in clearly legal provisions and broaden the application of this exception in cases concerning unjust dismissal.
南非军备公司总揽该国的武器来源，近日他们的领导人因为欺诈、渎职和“不雅和不当的行为”遭到解雇。
The head of Armscor, the state arms-procurement agency, was recently fired for dishonesty, dereliction of his duties and “disgraceful, unbecoming conduct”.
超过三分之一(35%)的企业甚至曾以工作时穿着不当为由将员工解雇。
More than one-third (35 percent) of companies have gone as far as to send employees home for unsuitable work garb.
职员往往会因为在不当的网站上逗留过长时间而被解雇，同样如果发送黄色email也会遭到解雇。
Sackings for admin staff who spend hours of work time on unsuitable websites are well documented, but people also get canned for sending off-colour emails.
诚然，歧视和骚扰等严重的不当行为会导致你被解雇。但一些小问题也会影响工作效率，还会在你和同事之间筑起高墙。
Obviously, serious misconduct such as discrimination and harassment can lead to a job loss. But small irritants can hurt productivity and build walls between co-workers.
如果雇员有严重不当行为或严重不能胜任工作，雇主将即刻解雇雇员而不需要提前警告或通知。
In cases of serious misconduct or incompetence, the Employee may be dismissed without any period of prior notice or warning.
但是如果你使用不当，或许这些将会成为你被解雇的证据哦。
However if you dont use it properly, and probably all of these will be a evidence to be dismissed.
而对于员工的不当行为，一旦发现会被立即解雇并被记录。
In the case of misconduct, an employee is usually fired right away when the misconduct is discovered and documented.
因私人关系而不受聘用和因此被解雇之间是有差别的(假设，这一事实没有被不当隐匿)。
There is a distinction to be drawn between not hiring someone because of a personal relationship and dismissing someone because of it (assuming that it had not been improperly concealed).
雇主的意见，应始终采取前解雇一名雇员，涉及的程序复杂，即使如解雇的原因冗余或不当行为，出现明显的削减。
Employers should always take advice prior to dismissing an employee as the procedures involved are complex, even where the reasons for the dismissal e. g. redundancy or misconduct, appear clear cut.
雇主的意见，应始终采取前解雇一名雇员，涉及的程序复杂，即使如解雇的原因冗余或不当行为，出现明显的削减。
Employers should always take advice prior to dismissing an employee as the procedures involved are complex, even where the reasons for the dismissal e. g. redundancy or misconduct, appear clear cut.
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