Serious violation of the rules and regulations of the employer, the burden of proof lies with the employer, and the employer must be able to provide sufficient evidence to prove the above mistakes. For example, the company's rules and regulations stipulate what kind of wrong behavior must be punished by warning or dismissal; Or how many warnings can be given; Moreover, the rules and regulations must have been published, and it is best to have the confirmation signature of the employees. Warning processing usually has written warning notice and employee's signature for confirmation. Otherwise, the Arbitration Commission may not confirm the evidence.

As long as there is enough evidence to prove that the laborer has seriously violated the rules and regulations of the employer, the employer can terminate the labor contract without paying economic compensation (see the chapter on contract termination in the Contract Law).

The key is whether the rules and regulations of the employer are perfect. If they are not perfect, once the arbitration commission does not accept the letter, it will be considered as illegal to terminate the labor contract and need to pay twice the economic compensation as compensation.

By the way, you don't have to pay in lieu of notice. For this, we can refer to the "Regulations on the Implementation of the Labor Contract Law", which stipulates that there is no need to pay compensation when paying compensation.