Will the personal debt company hire him for work?

First of all, the personal arrears are personal acts and have no direct interest in the employer. There is no direct correlation with whether or not to hire.

Secondly, it is necessary to understand the employer's employment threshold and principles. Generally speaking, enterprises employ people, first of all, they value their personal ability, but also bring benefits to the company. It can be said that interests come first.

Therefore, normally speaking, if the professional counterpart, the conditions are met, and the ability is met, then there is generally no problem.

However, if it will affect the normal work of other employees due to the inconvenience caused by personal behavior, or even affect the normal work of other employees, it will generally be concerned and examined by the company. If you are found to have committed illegal acts before entering the company, or some bad influence in the past, then this will definitely affect the employer to some extent, after all, it is still the person who interviews and decides whether to hire, and the person will have his own likes and principles, if he can't see it or is inconsistent with the other party's big concept, it will also cause some obstacles to whether to hire.

Finally, there are very few people in the society who do not owe money, and the mortgage and car loan are also in arrears, and what is owed is the money owed by the bank. But everyone consciously repays the loan when due. It's not about improving credit. Therefore, there are borrowing and repaying, and there is a principle of credit, and personal arrears actually have no big impact.

I wish you a satisfactory offer as soon as possible

Debt has nothing to do with going to work, the individual has a personal matter, and going to work in the company belongs to his normal work, so there is no relationship, maybe he may have a better job now, maybe it is not true.

It depends on whether there is such an article in the system of the unit, and if there is one in the system of the unit, it is really difficult for you to say. Of course, from a legal point of view, it is not illegal to publicize the business ** to the outside world, but if it causes adverse effects, you are responsible.

Then this unit is a little lacking, but the root is in you, you have to solve your own problems, and you keep the ** of the unit, which is a bit inappropriate.

The employee is only a part-time worker and has nothing to do with the company's debts, unless there is intentional act or gross negligence.

After the employee has gone through the formalities of resignation and handover in accordance with the law, the employer must issue a certificate of termination of the labor contract (i.e., a resignation certificate), and the employee's salary, deposit and economic compensation must be settled and refunded. The employer shall not arbitrarily deduct or refuse to refund the arrears, and the parties concerned may request settlement when going through the resignation formalities. Otherwise, you can go to the labor bureau to complain or report the employer's violations of laws and regulations.

When both parties dissolve or terminate the labor contract in accordance with the law, the employer shall pay the employee's wages in full at the time of dissolution or termination.

Therefore, it is very important to go through the resignation procedures in accordance with the law in order to protect your legitimate rights and interests. At the same time, it is also a clear procedure for terminating the labor relationship with the employer.

In accordance with the Interim Provisions on Payment of Wages

Article 9 When both parties to a labor relationship dissolve or terminate a labor contract in accordance with law, the employer shall pay the wages of the employee in a lump sum when dissolving or terminating the labor contract.

In accordance with the provisions of the Labor Contract Law of the People's Republic of China.

Article 50 The employer shall, upon dissolution or termination of the labor contract, issue a certificate of dissolution or termination of the labor contract, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days.

The worker shall handle the handover of work in accordance with the agreement between the two parties. Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so at the time of completion of the work handover.

The employer shall keep the text of the labor contract that has been dissolved or terminated for at least two years for future reference.

Article 85 In any of the following circumstances, the labor administrative department shall order an employer to pay labor remuneration, overtime pay or economic compensation within a specified period of time; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1) Failing to pay the labor remuneration of the worker in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2) Paying wages to workers at a rate lower than the local minimum wage standard;

3) arranging overtime work without paying overtime pay;

4) Dissolving or terminating a labor contract without paying economic compensation to the worker in accordance with these Regulations.

1. The company's employees have huge debts outside, which has nothing to do with the performance of the employee's labor contract, 2. The company cannot dismiss the employee for this reason, otherwise, it is illegal to terminate the labor contract, and 2 months' salary should be paid as compensation for every year of work. The salary standard is calculated based on the average salary of the employee in the 12 months prior to the termination of employment, which is the average of all wages.

Employees cannot be dismissed solely because they have huge debts, but if they violate the company's system or affect the company's normal work, such as employees who are in debt for business activities or gambling, or creditors often come to the company to find them, etc., these situations can be punished according to the company's system. FYI for your reference only.

No, you can't. There is no basis for this. If the employer dissolves or terminates the labor contract in violation of the relevant provisions of the Labor Law, if the employee does not request to continue to perform the contract or the contract can no longer be performed, the employer shall pay compensation to the dismissed employee in accordance with the law, according to the number of years of service, and compensate for one month's salary for one year of service.

Legal analysis

Severance shall be paid to the worker according to the number of years of service in the employer and one month's salary for each full year. 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. Dismissal is an act of dismissal by an employer, which refers to a compulsory measure taken by an employer to terminate the labor relationship with an employee due to serious violations of discipline or other reasons.

If an employee is found to have seriously violated discipline, it must be based on legal and effective rules and regulations, which are an important basis for the employer to dismiss an employee who violates discipline. Article 19 of the Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases clearly stipulates that the rules and regulations formulated by the employer through democratic procedures that do not violate national laws, administrative regulations and policy provisions, and have been publicized to the employees, may be used as the basis for the people's court to hear labor dispute cases. Only a dismissal decision made in accordance with legal and effective rules and regulations can become the basis for the judgment of an arbitration institution or judicial organ.

Legal basis

Article 47 of the Labor Contract Law of the People's Republic of China Economic compensation shall be paid to the worker 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. The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

Article 87 Where an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the worker in accordance with twice the standard of economic compensation provided for in Article 47 of this Law. The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.

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First of all, the employee has absolutely no right to drive your boss's car, and the police, regardless of their negligence, can directly sue the people's court, and then, your boss has no right to deduct your wages, you can directly complain to the labor inspection department, or file a lawsuit with the people's court.

Nothing! Retiree! Maybe!

Felt! Myself! Energy!

Abundant! It works! Or because of the funds!

Few! Move! Do a job!

As for! Because of the new company! Debt disputes!

Judicial detention! Fifteen days! It's been on you!

Carried on! Punish! It doesn't matter!

You! The original company! Retire!

Treatment! It doesn't affect you either! NEW COMPANY!

Keep up the position! If you! If you want to!

Strictly speaking! Speak! Retired!

Personnel! I've enjoyed it! Retirement Benefits!

Not really! Outside the office! Appeared!

Offence! Justice! Detention!

Fifteen days! Already punished! It doesn't matter!

What the! If! Tolerably!

Rest at home! is the way out! Debt disputes!

You can't afford to eat sin! Life is too realistic!

Hello, since you are the representative of the company's law, the behavior during the statutory tenure is an act of duty, not an act of personal behavior, and your performance of duties within the scope of your duties is borne by the unit.

Hello, due to the different practices of local courts on whether the provident fund can be enforced, in principle, the housing provident fund can be used as the object of compulsory enforcement, and the local court can be asked for details.