Should the company compensate you for fighting with employees and being fired while working in the c

No, first of all, the company is a public environment, and nothing can be solved by fighting, and secondly, any company will stipulate that it cannot be its internal contradictions, fighting is not a matter of two people, it will also have an impact between employees, and produce disharmony factors, so the company's dismissal is also reasonable, and your negative impact on the company is the most serious, you should think about your own problems, reflect on how to correct yourself, and face the future environment is.

If you are fired for fighting with an employee during work, the company should not compensate you because you have seriously affected the normal work of the company.

The company should not compensate, this is not the company's problem, the problem is caused by itself, and the company will not be held responsible.

It depends on whether you have a serious violation of the rules and regulations, if you have a serious violation of the regulations, then there is no compensation, if there is no violation, it is possible to get compensation.

Personally, I don't think they should be compensated, because this kind of thing is caused by themselves, and the company has no responsibility.

Let me say that the company should not compensate, this is not the company's problem, the problem is self-inflicted, and the company will not be held responsible.

I don't think the company has the right or responsibility to compensate you, because it's your own personal reasons.

Don't give. The company's reputation has been created. Now the rule of law society. Fights are not recommended.

If it is your own reason, the company will definitely not compensate you.

This is because you have violated the discipline of the company. Being fired can only be considered your own bad luck.

You will definitely be fired at that point, after all, you are violating the company's discipline.

Legal analysis: It depends on how the company's articles of association stipulate the circumstances of dismissal. If the employee seriously violates the rules and regulations of the employer, the employer may terminate the labor contract.

If the articles of association stipulate that fighting is a serious violation of discipline and can be fired, the unit is a legal act and does not need to pay economic compensation; If there are no provisions, the dismissal of the employee by the employer constitutes an illegal act and shall be paid severance payment.

Legal basis: Article 39 of the Labor Contract Law provides that the employer may terminate the labor contract if the employee falls under any of the following circumstances: (1) it is proved that the employee does not meet the employment requirements during the probationary period; (2) Seriously violating the rules and regulations of the employer; (3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer; (4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the unit, or refuses to make corrections after being proposed by the employer; (5) The labor contract is invalid due to the circumstances provided for in Item 1, Paragraph 1 of Article 26 of this Law; (6) Those who have been pursued for criminal responsibility in accordance with law.

If an employee is dismissed for fighting, the employer does not need to compensate the employee if he or she seriously violates the rules and regulations of the employer or is investigated for criminal liability in accordance with the law. Only if the employer illegally dissolves or terminates the labor contract, it is required to pay the employee economic compensation.

If the employee does not pay wages after resignation, how can the worker ask for wages?

1. The two parties negotiate and settle the matter;

2. Complain to the labor inspection brigade;

3. Labor arbitration;

4. Filing a lawsuit with the court;

5. Apply for a payment order.

[Legal basis].Article 39 of the Labor Contract Law of the People's Republic of China.

Unilateral termination of the labor contract by the employer (negligent dismissal)] The employer may terminate the labor contract if the employee falls under any of the following circumstances:

1) During the probationary period, it is proved that they do not meet the employment requirements;

(2) Seriously violating the rules and regulations of the employer;

(3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer;

(4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the unit, or refuses to make corrections after being proposed by the employer;

(5) The labor contract is invalid due to the circumstances provided for in Item 1, Paragraph 1 of Article 26 of this Law;

(6) Those who have been pursued for criminal responsibility in accordance with law.

Legal analysis: whether an employee is dismissed due to a fight, whether it is necessary to pay economic compensation, depends on whether there are provisions in the company's system, if there is a provision for fighting, the unit is a legal act, and there is no need to pay economic compensation; If there are no provisions, the dismissal of an employee by the employer constitutes an illegal act and economic compensation shall be paid.

Legal basis: Article 39, Paragraph 2 of the Civil Code of the People's Republic of China stipulates that if an employee seriously violates the rules and regulations of the employer, the employer may terminate the employment relationship.

If the fight violates the company's rules and regulations, the company terminates the contract legally and without compensation.

If the circumstances of the fight are slight, no serious consequences have been caused, and the contract can be terminated as stipulated in the company's rules and regulations, the company cannot dismiss the employee, and if the employee is dismissed, he can claim compensation, and the compensation obtained is twice the economic compensation.

China's Labor Contract Law stipulates that if an employee falls under any of the following circumstances, the employer may terminate the labor contract without paying economic compensation:

1) During the probationary period, it is proved that they do not meet the employment requirements;

(2) Seriously violating the rules and regulations of the employer;

(3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer;

(4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the unit, or refuses to make corrections after being proposed by the employer;

5) The labor contract is invalid due to the use of fraud, coercion or taking advantage of the danger of others, causing the other party to conclude or modify the labor contract contrary to its true intentions;

(6) Those who have been pursued for criminal responsibility in accordance with law.

Legal basis] Article 87 of the Labor Contract Law, if an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the employee in accordance with twice the standard of economic compensation stipulated in Article 47 of this Law.

Legal Analysis: If the rules and regulations of the employer are seriously violated, the employer may terminate the labor contract and is not required to pay economic compensation. Therefore, if you are fired by the stool dust because of a fight, the employer will definitely not compensate you for the loss.

As for whether the person who beat you should pay you compensation, it must be determined in accordance with the principle of fault.

Legal basis: "Public Security Administration Punishment Law of the People's Republic of China" Article 9: Where violations of the administration of public security such as fights or damage to other people's property caused by civil disputes are relatively minor, the public security organs may mediate and handle them. Where, after mediation by the public security organs, the parties reach an agreement, they are not to be punished.

Where no agreement is reached through mediation or no performance is made after an agreement is reached, the public security organs shall punish the perpetrators of violations of the administration of public security in accordance with the provisions of this Law, and inform the parties that they may file a civil lawsuit in the people's court in accordance with law regarding the civil dispute.