Now the company wants to fire me, so they give me more work and make me quit myself, what should I d

Your question can be considered from the following aspects:

1. Judging from your statement that the company wants to fire you and increase your workload, the relationship between you and the company is tense, whether it is the actual situation, or your psychological opinion; If it is the latter, you need to communicate more with the supervisor, take the initiative to report, and solve the communication barriers, which should not affect your future development in the company. It is important to talk to the leader about your work ideas and long-term career planning, and let the leader know your ideological dynamics. Some introverted workers often misunderstand ...... because they don't communicate well with their leaders

2. You need to reflect on your behavior, is there anything that needs to be reviewed, and is there a mistake or behavioral fact of being expelled? If it is only a general mistake, you should talk openly with your leader, seek their understanding, and clearly express your desire to work hard in the future. If you meet the conditions for dismissal, the company will deal with you openly so that you will not increase your workload and make you quit yourself.

The company will not adopt such a practice, I speculate that you have a misunderstanding with the company, and you need to communicate with the leader and strengthen the contact to handle the labor relationship.

3. Increasing your workload is not necessarily a bad thing. Maybe it's the company leader who wants to test your ability or potential to work, understand that you are under pressure from work, and don't understand it as "just putting on small shoes for you". If you think this way in private, it means that you are too selfish and a bit "chicken-bellied".

You have to learn to empathize, and think about things from the company's point of view, and you will understand.

4. If the individual leaders of the company always find fault for no reason, or deliberately arrange tasks that you can't complete at all, and other unequal treatment, you can skip the level to the company's leaders to reflect the situation with reasonable evidence, or apply for a change of department to express your loyalty to the company. The development of a company needs loyal employees, as long as you are loyal and capable, you are the talent that the company needs, believe in yourself. There will also be a small number of department heads who measure small and have unscrupulous morals.

If you feel that your work is not going well, you don't want to wronged yourself or feel that it is too troublesome to reverse the labor relationship, you give everyone the impression of hard work, and it is good to apply for resignation.

May it help you think a little bit.

Don't be afraid to increase the workload, you can do it if you can afford it, and in the end you will change the company's concept.

Take his salary and look for other jobs, and if you can't find a good one, we won't leave.

1. If the increase in workload is not accepted, the reason for dismissal is not legal, and the reason for dismissal by the unit is not legal, you can ask for compensation;

2. If the employer cannot reach an agreement on compensation matters, he or she may apply for labor arbitration within one year of being dismissed.

Request; 3. Legal basis: 1) Labor Contract Law.

2012 Amendment) Article 87 [Legal Liability for Breach of Dissolution or Termination of Labor Contract] If an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall make economic compensation in accordance with Article 47 of this Law.

Compensation is paid to the worker twice the standard. 2) Article 47 of the Labor Contract Law (2012 Amendment) [Calculation of Economic Compensation] Economic compensation shall be paid to the employee according to the standard of one month's salary for each full year of the employee's service in the employer. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary.

If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year announced by the people of the municipality directly under the Central Government or the city divided into districts where the employer is located, the standard of severance shall be paid to him at the rate of three times the average monthly wage of the employee, and the maximum period of payment of severance shall not exceed 12 years. The term "monthly wage" as used in this article refers to the termination of the employee's employment contract.

or the average salary for the twelve months prior to termination.

There are two ways to increase your workload, you can complete it, and if you can't complete it, then drag it out and let the company fire you, so that you can get compensation. There is another way, the company asked you to resign voluntarily in order not to compensate, then you can directly negotiate with the company's leaders for compensation, and find an amount acceptable to both parties, so that both parties can save trouble.

Legal issues: My recent performance is not very good, the company asked me to leave by myself, but my contract did not expire and did not agree, the company deliberately increased the amount of tasks for me, even if I worked overtime every day, it was impossible to complete, the company simply deliberately asked me to resign, what should I do? Mr. Gao:

If it is not lawful, you can apply for labor arbitration to claim compensation. Lawyer Zhu: If it is not legal, you can file a complaint with the labor inspection department or apply for labor arbitration.

If you have a legal question, please go to the homepage to call free legal advice** for a free consultation with a lawyer. Relevant Knowledge - Scope of Cases Subject to Labor Arbitration The scope of labor arbitration includes the following labor disputes between employers and employees within the territory of the People's Republic of China: (1) Between enterprises, individual economic organizations, private non-enterprise units and other organizations and workers, as well as between government agencies, public institutions, and social organizations and workers who have established labor relations, due to the confirmation of labor relations, the conclusion, performance, modification, dissolution and termination of labor contracts, working hours, rest and vacation, social insurance, welfare, Disputes arising from training and labor protection, labor remuneration, medical expenses for work-related injuries, economic compensation or compensation, etc.

2) Disputes arising from the performance of employment contracts between the organs implementing the Civil Servants Law and the civil servants under the appointment system, or between the organs (units) managed with reference to the Civil Servants Law and the hired staff. (3) Disputes arising between public institutions and staff members over the termination of personnel relations such as removal, dismissal, resignation, or resignation, as well as the performance of employment contracts; (4) Disputes between social groups and staff members over the termination of personnel relations such as removal, dismissal, resignation, or resignation, as well as the performance of employment contracts; (5) Disputes arising from the performance of employment contracts between units employing civilian personnel of the armed forces and civilian personnel; (6) Other disputes to be handled by the BAC as stipulated by laws and regulations. Disputes between state organs and their civil servants, or between public institutions and social organizations and their regular employees, are personnel disputes, not labor disputes, and therefore do not fall within the scope of labor arbitration litigation.

Disputes between state organs, public institutions, social organizations and their service personnel and other personnel who have established labor relations are labor disputes if they meet the above listed circumstances. If the dispute between a public institution that implements enterprise management and its employees meets the above-mentioned circumstances, it is also a labor dispute.

First of all, it is recommended that you study the labor law, or consult a lawyer, in front of the company, you are a vulnerable group, you must learn to protect yourself, and secondly, find out whether the company is going to fire you, so the workload is more difficult for you? Or is it because the company has been really busy lately? If it weren't for the fact that you were going to be fired, it was recommended that you report to the company that the workload is a bit heavy, and you hope to find an assistant or extend the time to solve it!

Then quit! It's no longer interesting to stay in such a company, and they will find a way to torture you.

You should clearly judge the size of the workload and the maximum amount that you can accept, if the workload is large but acceptable, you can continue to work, usually pay attention to new job opportunities, if the workload is unacceptable, you can first discuss with the company whether to reduce it, you should also do a good job of evidence collection, if necessary, from the right way to protect your rights and interests.

This kind of thing has probably happened to many people! Analyze it well and see if you can resolve it. That is, to find the root of the problem and try to solve it.

If you can resolve it and you can hold on for some time, then it's pretty good. After all, getting a job is not easy. However, if it has too much impact on your health, or if it has too much impact on your own rhythm of life, you need to deal with it rationally.

If the company's increased workload is significantly beyond your normal workload, you can go to the labor bureau to apply for arbitration, but this general evidence is difficult to find and very troublesome.

Two options. First, if you want to stay in the company, then you should work hard and work hard to complete the task.

The second option, there is no place to stay here. Change companies and do a good job.

Even if you can't complete the workload, it can't be a reason for you to resign, and the company should fire you and compensate you accordingly.

The company has a company system, and it is necessary to try its best to complete the workload. It's not a good idea to quit your job, but you can describe the phenomenon to your boss and let your boss know.

There is a time limit for going to work. If you do your job well and keep the relevant evidence, you really can't go to the labor inspection department to complain.

What should I do if the company deliberately increases my workload and forces me to resign? Then you have to work hard, complete your workload, and he can't get you off.

The more you encounter this situation, the more you should not resign, if you resign, you will not be compensated, and you will be compensated for being fired or fired.

The company estimates that there will be a lot of work, and there is no need to stay in the company in the case of individuals, because if the company does not take the initiative to retain people, it will cause a lot of unnecessary.

If you want to work overtime, you should get overtime pay and don't resign.

Honestly, even if this problem is solved. There will be the next question. So you have to find a way to get evidence that he wants to fire you. Good self-defense.

An excellent person, the more this situation is, the more he must do the job at hand well.

1. If the increase in workload is not accepted, the reason for dismissal is not legal, and the reason for dismissal by the unit is not legal, you can ask for compensation;

2. If the employer cannot reach an agreement on the compensation matters, the employee may apply for labor arbitration within one year of being dismissed;

Legal basis: Article 2 of the Labor Dispute Mediation and Arbitration Law of the People's Republic of China shall apply to the following labor disputes between employers and employees within the territory of the People's Republic of China:

1) Disputes arising from the confirmation of labor relations;

2) Disputes arising from the conclusion, performance, modification, rescission and termination of labor contracts;

3) Disputes arising from removal, dismissal, resignation, or resignation;

4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection;

5) Disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation, etc.;

6) Other labor disputes as stipulated by laws and regulations.

Legal analysis: According to the relevant laws and regulations of China, it is not in accordance with the law for the company to deliberately increase the workload and force the resignation, and the parties can apply for labor arbitration or file a civil lawsuit with the people's court.

Legal basis: Article 3 of the Civil Procedure Law of the People's Republic of China: The provisions of this Law apply to people's courts accepting civil lawsuits brought by citizens, legal persons, and other organizations, as well as between them on the basis of property and personal relationships.

Article 2 of the Law of the People's Republic of China on Mediation and Arbitration of Labor Disputes This Law shall apply to the following labor disputes between employers and workers within the territory of the People's Republic of China: (1) Disputes arising from the confirmation of labor relations; 2) Disputes arising from the conclusion, performance, modification, rescission and termination of labor contracts; 3) Disputes arising from removal, dismissal, resignation, or resignation; 4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training, and labor protection; 5) Disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation, etc.; 6) Other labor disputes as stipulated by laws and regulations.

Summary. Pro-<>

We are glad to answer for you: the company deliberately removes the employee to force the employee to resign, and the employee can refuse.

What should I do if the company does not dismiss and is forced to leave by transferring or increasing the workload?

<> is happy to answer for you: the company deliberately replaces the employee to force the employee to resign, and the employee can refuse.

Without the consent of the employee, the unilateral adjustment of the position by the employer is invalid in principle, and the employee who has missed the envy may apply for arbitration to resolve the labor dispute, and may continue to require the employer to perform the contract, or terminate the contract and demand double the economic compensation.

Legal basis: Article 35 of the Labor Contract Law of the People's Republic of China stipulates that the employer and the employee may change the content of the labor contract if they reach a consensus through consultation. Modification of the labor contract shall be in written form.

The text of the revised labor contract shall be held by the employer, such as Zheng He, and Zheng He, the labor scumbag.

Or is the company forced to leave the company by taking a long vacation? So what should we workers do?

If you can refuse, you can apply for labor arbitration.

Okay, what evidence do you need for labor arbitration?

The conditions for applying for non-erected labor arbitration are as follows: 1. It is within the scope of labor arbitration, and disputes arising from the confirmation of labor relations can be applied for labor arbitration; 2. Submit a statement of application for arbitration.

If I refuse to be transferred, after returning to my original position, the company does not assign work, or the company has nothing to do for me, (the company is facing bankruptcy and there is a phenomenon of layoffs), and then I am dismissed for this reason, will I have corresponding compensation? Is the compensation according to the minimum wage standard of the region, or is it the pre-tax salary of the Xingdou faction?

Dear, the company should compensate you.

Is it an indemnity of n 1?

Dear, yes.