I was working at a company, and the boss said he was going to fire me, but he invited me to dinner t

It looks like your boss is a little ambivalent about you. On the one hand, they say they want to fire you, which could mean that they are unhappy with your job performance or have other considerations. On the other hand, they invite you to dinner twice and communicate with you, which may indicate that they still have some crush on you or that they want to relieve your stress and upset in this way.

Regardless of the true intentions of the leader, this is a situation that needs to be treated with caution. Here are some suggestions to help you deal with the situation:

1.Stay calm: Don't get confused or overwhelmed by the actions of your leader. Stay calm and look at the matter as rationally as possible.

2.Understand the reason for the dismissal: If the leader is going to fire you, you need to understand the specific reason.

3.Communicate with your leaders: Positive communication with your leaders is key to solving this problem.

You can reach out to your leaders and ask them about the specific reasons for your dismissal and how you can improve your plans and actions. At the same time, you can also express your own ideas and opinions and try to make them see your value.

4.Finding support: In this case, it is very important to look for support and advice. You can reach out to other colleagues or friends for their opinions and suggestions. They may be able to provide helpful advice and support to help you navigate this dilemma.

This may include finding new job opportunities, applying for labor arbitration, or seeking legal assistance, among other things. Make sure you have enough evidence and information to support your position and plan of action.

The most important thing is to maintain a positive attitude and look for ways to solve problems. No matter how difficult the process is, believe that you can get through this and find better opportunities.

Unless you do something that violates the company's rules, the employer needs to have a valid reason for dismissing the employee, and the employer needs to pay compensation for the dismissal. What is the reason why the leader invites you to dinner, you can listen more to what he wants to say, and then make analysis and judgment. If you still don't understand, you can ask us.

What about the expulsion? If you have been fired, it is a shame on you, and you were fired not because you did not perform well but because the company was not doing well and had to lay off employees, and you were unfortunate enough to be that poor person, and he wanted to compensate you. If you haven't fired you and you haven't moved in the past few days, it may be to scare you, or maybe it is to hope that you will work harder at work.

Summary. I was fired by the leader, and then I called you to eat. It's about the boss who fires you and feels guilty, and shouting that you eat will reduce the guilt in your heart.

What does it mean to be fired by the leader, and then call you to eat. Hello. Good.

I was fired by the leader, and then I called you to eat. It's about the boss who fires you and feels guilty, and shouting that you eat will reduce the guilt in your heart.

Before doing training work in the youth activity center, I was fired without making a mistake, and after a rough year, the leader asked me to eat me, should I go or not, I want to know what the purpose is.

Why was he expelled if he didn't make a mistake? Do you still want you to work at the center?

No, it's because I didn't follow her at first, but with another leader, who was transferred.

Oh, that's not called expulsion. It's just that the leader changed and rehired the teacher, and she didn't hire you.

In the workplace, there are often some people who gossip about it, and even spread the words of the leader, and some people will make trouble out of nothing. No matter what happens in the workplace, even if the leader wants to fire him. It should be notified by the person or leader of the personnel department, and the colleague said that the leader wants to dismiss him, don't believe it, maybe he wants you to go.

It is inevitable that there will be some intrigue and unaccustomed behaviors at work. When a colleague tells you that the leader wants to fire you, you must first think calmly and find your own reasons. Is it that I did something wrong or what?

Why fire yourself? After all, there must be a reason for dismissing yourself.

If a person is dismissed in the company, the company will also bear a part of the unemployment benefits. The company itself has a very cumbersome process, and if you don't make any major mistakes, it's impossible to fire a person. Therefore, we can't ask the leader directly, in case the leader gets angrier and really dismisses himself, the loss will be great.

To dismiss a person, the personnel department and the leader will personally pass the message, and it is impossible to tell their colleagues about them. What they say is groundless, in case someone else is cheating on you. We just calm down and do our own thing, and there is no need to stop doing things because a colleague says we want to fire ourselves.

We have to make things clear, is the leader really going to fire himself?

If the HR department and the leader do not personally say that they will fire you, then you are completely obliged to continue to do it in the company. Don't listen to your colleagues, don't ask the leader, the boat will naturally go straight to the bridge, and then think of other ways when the leader says he wants to dismiss himself.

It's time to write.,It's all dismissed anyway.,If you don't have a chance to do it once this time.,Then it won't be with you in the future.。

On the contrary, if you write and go back, everyone knows that you are implicated, so as soon as the leader changes, if you do a good job, someone will speak for you, and your situation will change immediately.

You can claim severance based on dismissal.

If the employer terminates the employment relationship with you (or dismisses or dismisses you) in the following three situations, which of the circumstances should be paid to you but is not paid to you, you can apply for labor arbitration within one year to protect your legitimate rights and interests

1. If the employer terminates the labor relationship with you without any reason and without paying any economic compensation, you are not at fault and do not have the circumstances specified in Article 39 of the Labor Contract Law, it can be determined that the employer's behavior belongs to the illegal termination of the labor contract as stipulated in Article 87 of the Labor Contract Law, and you should be paid compensation, that is, you will be paid 2 months' salary for each year of work, 2n;

2. If the employer terminates the labor relationship with you in accordance with Article 19 of the Regulations for the Implementation of the Labor Contract Law, and meets the requirements of Article 46 of the Labor Contract Law, it shall pay you severance payment, that is, one month's salary for each year of work. In accordance with Article 40 of the Labor Contract Law, and without 1 month's notice, you should also pay 1 month's salary in lieu of notice, n+1;

3. If you have the circumstances stipulated in Article 39 of the Labor Contract Law, the employer does not need to pay any economic compensation or notify you in advance if the employer terminates the labor relationship with you; However, this requires the employer to provide evidence and notify you in writing to terminate the employment relationship.

Labor Contract Law: Article 1.

Article 19 of the Regulations for the Implementation of the Labor Contract Law.

Q: Hello, I was verbally fired by my boss when I was in the office in the morning. Now he says again that he didn't. Ask me if I want to continue working. I can't leave the company with what he said he said. Get compensated.

If you have any of the following circumstances, the company does not need to compensate or compensate you: (1) you are proved to be ineligible for employment 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 damage to the employer; Tall.

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 upon the employer's request;

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

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

You can go to the local labor office to complain and settle the complaint, and ask for compensation for one month's salary and the salary of the year of service. Refer to the Labor Contract Law:

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

1) The worker is sick or injured not due to work, and is unable to perform his original job or work arranged by the employer after the prescribed medical treatment period has expired;

2) The worker is incompetent for the job, and is still incompetent for the job after training or job adjustment;

3) There is a major change in the objective circumstances on which the labor contract was concluded, making it impossible to perform the labor contract, and the employer and the employee fail to reach an agreement on changing the content of the labor contract after consultation.

Article 46 Under any of the following circumstances, the employer shall pay economic compensation to the worker:

1) The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law;

2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee;

3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

5) Terminating a fixed-term labor contract in accordance with the provisions of Paragraph 1 of Article 44 of this Law, except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract;

6) Termination of the labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law;