30-Day Limitation on Termination and Suspension
| Case No. | Summary of Rule | Proclamation / Article |
| 211324 | The employer’s right to dismiss without notice expires 30 working days after awareness of the offense; late action renders dismissal illegal. | 1156/2011 (Art. 27(3)) |
| 153230 | The 30-day limit suspends dismissal rights after 30 days from awareness; failure to state reasons in writing doesn’t invalidate dismissal if substantiated later. | 377/96 (Art. 27(3)) |
| 222297 | The 30-day limit starts from awareness, not the act. Employees can raise this orally or amend claims if evidence emerges. | 1156/2011 (Art. 27(3)) |
| 241176 / 53358 | The 30-day limit begins after audit/investigation confirms the offense, not the act’s date, ensuring accurate awareness. | 1156/2011 / 377/96 (Art. 27(3)) |
| 205048 | For collective agreement offenses, the 30-day limit begins at the disciplinary committee’s decision, not its approval. | 1156/2011 (Art. 27(3)) |
| 31857 | Failure to terminate within 30 days voids the right. If Saturday is a working day, it counts in the calculation. | 377/96 (Art. 27(3)) |
| 36377 | Only working days are counted in the 30-day limit from awareness, excluding non-working days. | 377/96 (Art. 27(3)) |
| 53985 | Suspension up to 30 days for investigation is permitted, even without a collective agreement, to support fair inquiry. | 377/96 (Art. 27(4)) |
| 41411 | Suspension exceeding 30 days is illegal, requiring salary payment from day 31 until dismissal. | 377/96 (Art. 27(4)) |
| 47535 | A collective agreement can suspend an employee without pay for 30 days; wages for excess days are due unless the employee caused the delay. | 377/96 (Art. 27(4)) |