>>http://blogs.zdnet.com/careers/?p=183
>>
>>At the end of that article, the author claims it's impossible to fire a Bolivian (or Venezualan) worker. Is that true?
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>Well, I am quite sure it is an exaggeration. However, I am not sure about the current laws. This is what I know, but the information might be incomplete:
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>Anybody can be hired for a 3 month "trial period", and fired after that. After that trial period, if any worker is to be fired, he must be paid the equivalent of 3 months salary, plus the equivalent of 1 months for every year he has worked at the company.
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>I heard something about things being more difficult in companies with >= 100 employees, but I don't know whether they can't be fired at all, or what.
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>Also, a contract for a fixed term is possible, but after two of those, the third contract has to be of a permanent type. That's probably the reason they didn't want to renew my contract at Bata/Bolivia: they didn't want to commit themselves.
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>Of course, lots of workarounds exist, and the final situation is that those laws often go AGAINST the working class. Those workarounds include "rotating" employees every 2-3 months (trial period), perhaps hiring the same person again after a while; hiring a person who had a fixed-term contract again, but only after some time passes; and making "consultancy" contracts, i.e., the worker supposedly has no regular work relationship with the company. Most of my working contracts during most of my working life were of that kind.
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>In any case, relocating to Bolivia doesn't seem like a good idea. Sure, you can't be fired, but then, you won't be likely to find a regular job in the first place.

What if the employee is fired for just cause, for example stealing or destruction of company property? Do they still have to be given severance pay?