Understanding Dismissal Policies: Debunking the Two-Warning Myth

In the complex world of employment policies, misconceptions often lead to misunderstandings regarding termination processes. One of the most stubborn myths is the notion that employees can be dismissed after just two warnings. This idea, while seemingly straightforward, is misleading.

The Truth About Dismissals

Dismissals should not be based solely on the number of warnings issued to an employee. Instead, the validity of the warnings themselves, along with the guidance provided for improvement, plays a crucial role in determining the appropriateness of a dismissal. Without proper documentation, employers may find themselves at a disadvantage during disputes. Factors such as the reasons underlying tardiness or absenteeism hold greater significance than how many times these issues occur.

In fact, termination should be viewed as a last resort, employed only after attempts at remediation and preventative measures have been exhausted. Establishing an effective internal system to mitigate issues before they escalate is essential for any organization.

Upcoming Seminar on Employment Practices

To further explore these critical topics, the Claire Human Resources Association, headquartered in Chiyoda, Tokyo, will host a free seminar on September 4, 2025. The session will feature Jun Ono, a designated social insurance labor consultant who has led over 400 training sessions on labor issues and harassment. His extensive experience in navigating employment law will provide valuable insights into the intricacies of appropriate workforce management.

Seminar Details:

- Date: September 4, 2025 (Thursday)
- Time: 12:00 PM - 1:00 PM
- Location: HQ (Kioicho 3-12, Kioicho Headquarters Building, 6F, Chiyoda)
- Instructor: Jun Ono (Designated Social Insurance Labor Consultant / Employment Clean Planner)

Key Questions Addressed:

Participants can expect to gain clarity on several pressing questions regarding dismissal policies, including:

- The legal foundation that allows for dismissals without prior notice within 14 days.
- Examples of reasons that are recognized as legitimate or otherwise.
- Typical patterns that would lead to an abuse of dismissal rights.
- Essential guidance and evaluation processes needed in the early stages of employment.
- Strategies for creating an internal framework that can prevent disputes.

About the Instructor - Jun Ono

Jun Ono is a distinguished designated social insurance labor consultant who has been actively engaged in conducting training on harassment and labor issues in companies and educational institutions since before the enactment of the Anti-Harassment Law. His practical approach to teaching, focused on how to effectively apply legal principles in real-world situations, is highly regarded. Additionally, he oversees and teaches the Employment Clean Planner qualification program, which emphasizes skills directly applicable in the workplace.

Employment Clean Planner Certification:

This certification is designed to focus on the prevention and response to harassment through practical, hands-on learning. Over a duration of 20 hours, participants gain systematic skills that can be immediately applied in corporate training sessions. Currently, over 650 individuals across Japan have achieved this certification, contributing their expertise to corporations, local governments, and educational settings.

For certification details, visit Claire Association.

Media Inquiries

Media representatives interested in interviewing Jun Ono or requesting expert commentary on employment policies and harassment issues are welcome to reach out. We’re flexible in catering to various media and special project needs.

Contact Information:
Claire Human Resources Association
Secretariat (Contact: Ota)
Tel: 03-6380-8095
Email: [email protected]
Web: Claire Association