Some questions about the labor contract law, friends who know about it come in and answer them

First of all, you have to look at your company's salary structure and see what is included in your 1200;

Third, social security is a copy of their own (deducted from the salary), the company out of a copy (the company itself gives), he is not strange to deduct from your salary, but you have to ask the company to give you a receipt, proof that you received your money to buy social security, and at the same time check your social security account to see if the amount of money the company collects from you is consistent with the amount of social security.

The 1200 includes the part of the social security paid by yourself, and the part paid by the company is not included in your 1200 salary.

You can ask your company to determine what social security has been paid to you It is estimated that it is pension and medical insurance The general unit will pay various insurances to employees, such as endowment, medical care, accident insurance, etc., the company pays most of it, and some of it is to be deducted from the employee's own salary, which belongs to the employee himself, and some will have a housing provident fund, etc., the company pays half of it, and half of it is paid by himself, because of this kind of deduction, your salary is 1200 minus this type of insurance, you will get maybe 1100 1000 money And then there's the social insurance that guarantees the future of life, and there's a big difference between having and not having it.

If the company voluntarily terminates the labor contract, the compensation standard is: average salary in the 12 months before the termination of the labor contract * working years *2

It is not legal to pay less than 70% of the minimum wage while on standby.

What kind of training does the company give you? If it is the job skills training of this position, the training is unqualified, it should be transferred, and the labor contract can only be terminated if the transfer is not qualified, and the termination of the labor contract in this case also requires compensation, according to the average salary * working years in the 12 months before the termination of the labor contract.

Labor Contract Law

Article 37 A worker may terminate a labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

According to the above provisions, you can leave at any time after giving written notice to the employer in advance.

Labor Contract Law

Article 25 Except as provided for in Articles 22 and 23 of this Law, an employer shall not agree with a worker that the worker shall bear liquidated damages.

Article 22 Where an employer provides a worker with special training expenses and provides him with professional and technical training, it may enter into an agreement with the worker to stipulate the period of service.

If the employee violates the service period agreement, he shall pay liquidated damages to the employer in accordance with the agreement. The amount of liquidated damages shall not exceed the training fees provided by the employer. The liquidated damages required by the employer shall not exceed the training expenses that should be apportioned for the unfulfilled part of the service period.

If the employer and the employee agree on the service period, it will not affect the increase of the employee's labor remuneration during the service period in accordance with the normal wage adjustment mechanism.

Article 23 The employer and the employee may agree in the labor contract to keep the employer's trade secrets and confidential matters related to intellectual property rights.

For employees who are obliged to maintain confidentiality, the employer may stipulate a non-compete clause with the employee in the employment contract or confidentiality agreement, and stipulate that after the termination or termination of the labor contract, the employee will be compensated monthly during the non-compete period. If the employee violates the non-compete agreement, he shall pay liquidated damages to the employer in accordance with the agreement.

Therefore, unless your resignation involves training and confidential content, you will not incur liquidated damages if you leave the company at the expiration of the employment contract.

The company's so-called disagreement with you may be that it does not cooperate with you to handle the transfer procedures of files and insurance. If this is the case, you can file an arbitration or lawsuit to protect your legal rights.

Article 5 Where a dispute arises from a request from the employer to return the deposit, security deposit, mortgage or collateral of the labor contract received by the worker after the termination or termination of the labor relationship with the employer, or the dispute arising from the transfer formalities such as the personnel file and social insurance relationship of the worker, and the party concerned files a lawsuit in accordance with law after arbitration by the labor dispute arbitration commission, the people's court shall accept it.

Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (III).

Article 1 Where a dispute arises where a worker requests the employer to compensate for losses on the ground that the employer has not completed the social insurance formalities for him, and the social insurance agency is unable to make up for it, resulting in his inability to enjoy social insurance benefits, the people's court shall accept the dispute.