Unlawful, may be suspected of job misappropriation crime, but the amount is small, if found will be fired by the company.

According to the Criminal Law:

Article 271Corporations, enterprises or other units of the personnel, using the convenience of their positions, will be the illegal occupation of the unit's property for their own use, the amount of the larger, shall be sentenced to less than five years of fixed-term imprisonment or detention; amount of the huge, shall be sentenced to more than five years of fixed-term imprisonment, and may be sentenced to confiscation of property.

Persons engaged in official duties in state-owned companies, enterprises or other state-owned units, and those appointed by state-owned companies, enterprises or other state-owned units to engage in official duties in non-state-owned companies, enterprises or other units who engage in the preceding acts shall be convicted and punished in accordance with the provisions of Articles 382 and 383 of this Law.

Article 382 is the crime of embezzlement if a state employee, using the convenience of his position, embezzles, steals, fraudulently takes or illegally appropriates public **** property by other means.

Article 383 of the crime of embezzlement, depending on the severity of the circumstances, shall be punished in accordance with the following provisions:

(1) individual embezzlement of an amount of 100,000 yuan or more, shall be sentenced to more than ten years of fixed-term imprisonment or life imprisonment, and may be sentenced to confiscation of property; the circumstances of a particularly serious, shall be sentenced to death, and shall be sentenced to confiscation of property.

(2) If the amount of personal embezzlement is more than 50,000 yuan but less than 100,000 yuan, he shall be sentenced to not less than five years' fixed-term imprisonment or life imprisonment with confiscation of property; if the circumstances are particularly serious, he shall be sentenced to life imprisonment with confiscation of property.

(3) Individual embezzlement amounting to more than five thousand yuan but less than fifty thousand yuan shall be sentenced to fixed-term imprisonment of not less than one year and not more than seven years; if the circumstances are serious, he shall be sentenced to fixed-term imprisonment of not less than seven years and not more than ten years. Individual embezzlement amounting to more than five thousand yuan less than ten thousand yuan, repentance after the crime, and actively return the stolen goods, may be mitigated or exempted from criminal penalties, by their units or higher competent authorities to give administrative sanctions.

(4) Individual embezzlement amounting to less than five thousand yuan, the circumstances are more serious, shall be sentenced to less than two years of imprisonment or detention; the circumstances are less serious, the unit in which he or she works or a higher competent organ to give administrative sanctions at its discretion.

Anyone who has embezzled several times without being dealt with shall be punished in accordance with the cumulative amount of embezzlement.

A person entrusted by a state organ, state-owned company, enterprise, institution or people's organization with the management or operation of state-owned property, who takes advantage of the convenience of his or her position and embezzles, steals, cheats or illegally appropriates state-owned property by other means shall be punished for embezzlement.

If a person colludes with a person listed in the preceding two paragraphs and commits embezzlement together, he or she shall be punished as a *** offender.

According to the Labor Law:

Article 25, the employer may terminate the labor contract if the worker is in one of the following situations:

(a) proved to be incompatible with the conditions of employment during the probationary period;

(b) seriously violated the labor discipline or the rules and regulations of the employing unit;

(c) seriously derelict of his duties, committed acts of self-interest, causing significant damage to the interests of the employer

(iv) being investigated for criminal responsibility according to law.

Expanded:

p>Case:

Employees not reimbursed in accordance with the provisions of the dismissal of the company is not illegal

May 29, 2008 Liang signed an open-ended labor contract with the x clean marketing company, under the customer business development department. According to the marketing company's documents, Liang, as the main business leader, one of his job responsibilities is to promote expense reimbursement, provide supporting documents for expense reimbursement, ensure that all documents used for reimbursement are accurate and true, and ensure that the reimbursement process follows the standardized workflow of expense reimbursement.

But Liang submitted the reimbursement materials in a way that he thought was accurate, did not retain the posters in the reimbursement materials for two years as required by the company's standard operating procedures, and did not do a good job of verifying the authenticity of the reimbursement materials submitted by the assistant account manager, among other things.

On March 16, 2015, the marketing company informed the labor union of its decision to terminate Liang's employment contract. on March 19, 2015, the marketing company issued a Notice of Termination of Employment Contract to Liang, terminating his employment contract on the grounds that Liang had violated the company's requirements for the truthfulness and accuracy of its accounts, data, and records, had forged data materials and had violated the company's standard operating procedures.

Liang applied for arbitration and filed a lawsuit on the grounds that the marketing company had illegally terminated the labor contract, and demanded that the marketing company pay 460,000 yuan in compensation for illegal termination of the contract.

The court of first instance rejected Liang's request for economic compensation for termination of labor contract. Liang appealed, and the court of second instance finally upheld the original judgment.

Judge's comment

According to the relevant judicial interpretation, the marketing company may manage its employees according to the "× Clean Global Business Conduct Handbook" and "Marketing Company Employee Code" which are formulated and publicized according to the law. Liang failed to properly verify the authenticity of the reimbursement materials submitted by the assistant account manager according to the company's standard operating procedures as stipulated above, and sent them to the company for reimbursement without specific checking, which could lead to the conclusion that Liang had violated the above provisions.

The court did not support Liang's request for the marketing company to pay compensation for the illegal termination of the labor contract. The judge reminded that workers should consciously abide by the rules and regulations of the employer.

Xinhua: Will you be fired if you don't follow the company's rules on reimbursement? Judge: the company is not illegal