One of the biggest mistakes people make in court is when answering a question. Ask a lawyer for example when a lawyer asks you if you know what time it is and you answer yes, it is 5:30. That is not the question being asked. The question is do you know what time it is you should just answer yes or no, unfortunately this happens in a person who will get tripped up and answer an unsolicited question or provide additional information. more confidence is required. Is not. The biggest mistake is going near a lawyer in the first place. They are trained to prey on innocent people who have no understanding of the legal process. Remember the only ones that emerge from any of these, the winners are the lawyers themselves. You’ve just grasped why most lawyers are politicians. Always answer yes or no and do not provide any further information unless asked.

The purpose of the Lawyer when contacting and communicating with the client who is the plaintiff in the process of participating in the settlement of disputes about handling violations of labor discipline is to find out the progress of the case, to accurately determine the requirements of the labor discipline. client, collect evidence. determine the conditions of the client’s lawsuit, give the necessary advice to the client, discuss and agree with the client on other necessary problems… Lawyers’ skills in contacting. Talking to customers who are plaintiffs when participating in dispute resolution on handling violations of labor discipline is generally no different from skills when participating in resolving other labor disputes, because basically disputes Labor has common characteristics, the settlement of labor disputes also follows the same procedures and customs on residence. However, lawyers also need to pay attention to the peculiarities of disputes about handling violations of labor discipline in order to use skills and have appropriate behavior in the process of contacting and exchanging with clients. plaintiff.

Specifically, lawyers should pay attention to the following issues: When finding out the progress of the case, in addition to confirming whether there is an employment relationship between the client and the defendant? Signing developments. How to implement a labor contract? Lawyers should pay special attention to understanding information associated with disputes about handling violations of labor discipline such as: How is the sense of discipline of the employee (the lawyer’s client) in the process of working for the employer (who is the defendant in the lawsuit)? Did the employee violate the labor discipline? If yes, when did the violation occur? Has the employer made a decision to sign the law for the employee?

What is the basis for the employer’s decision? Is that basis specified in the employer’s legal labor regulations? What procedures did the employer take before making the disciplinary decision? When the employer makes a disciplinary decision. Who signs the disciplinary decision? What regimes has the employee been paid (performed) by the employer? Are there any special problems during the employer’s review and decision-making process?