Can an employee representative decide on a compensation package for the dissolution of a company 20

Hello, it is not possible for employee representatives to decide on the compensation scheme for the dissolution of the company, because this compensation scheme is stipulated by law.

Employee representatives can make compensation plans for the dissolution of the company on behalf of the employees of the entire company, and the general employee representatives are elected by the employees, so they have legal effect.

Absolutely, you can. Employee representatives can decide on the compensation plan for the dissolution of the company! Legal basis! Employee Rights Act! If not! The new solution is the law!

It should not be possible for employee representatives to decide on an indemnity package for the dissolution of a company, as they are not qualified to do so.

The final decision should be made by the company legal person and the shareholders after consultation with the employee representatives, and the decision is not made by the employee representatives, and the company liquidation and debt issues can only be made by the company's internal legal persons and shareholders without being entrusted, and the employees can only discuss with the company to avoid trouble, and it is difficult to get money.

The employee representative can settle the compensation plan for the dissolution of the company, which should have a certain effect, of course, I think that in many cases, it still has the effect of some legal arbitration.

The employee representatives cannot decide, but the real congress must pass any matter notified by the unit, first of all, through the staff congress, decide the dagger to raise hands to vote, and then the leaders will make some decisions according to this situation.

Can an employee representative decide on a compensation package for the dissolution of a company? To solve. The company's compensation scheme. It must be represented by the company's people's congress. The discussion passed. Employee representatives do not have the power to decide.

I just checked for you, this is not possible, you can only go to the court to sue.

The specific situation is not clear, but legally speaking, it should be a resolution of the workers' congress, not individual employee representatives.

Of course not, you should discuss with them to see if this compensation will work.

The workers' congress may participate in the determination of the compensation plan on behalf of the employees, and the workers' congress shall represent the employees and seek the greatest interests for the employees.

The final plan should be agreed upon by the factory and the workers' congress. Otherwise, it can also be enforced in accordance with the provisions of the labor law.

The compensation plan for the dissolution of the company must be voted on and approved by the workers' congress. The termination of the labor contract through negotiation shall be carried out in accordance with the relevant provisions of the Contract Law.

If it is the employee representative, he can decide on the compensation plan for the dissolution of the company, after all, it is the representative of the employees who can decide on the compensation plan for the dissolution of the company, so that the rights and interests of the employees can be protected.

Can an employee representative scheme solve the compensation scheme for the dissolution of a company? Of course, yes, and the compensation for the dissolution of the company is relatively large, so it is very difficult for me to find a job now, so I can also let my life change for a while.

Can an employee representative decide on a compensation package for the dissolution of a company? I think it should be okay, because they are the employee representatives of the company, and they have the right to decide.

No, employee representatives can only negotiate with the company, and do not have the right to deal with compensation.

The trade union congress can play a vote, but in the end there should be an authority to decide the compensation plan, not that he can decide the compensation for the dissolution of the company.

Of course, employee representatives are not allowed to decide on the compensation scheme for the dissolution of the company.

Employee representatives can participate in the compensation scheme for the dissolution of the company, but they do not have the right to decide.

Can an employee representative decide on a compensation package for the dissolution of a company? If the employee representative is elected from the factory. He had a compensation plan for the decision to dissolve the company. This should be set up with a joint letter of all employees to play a legal role. They have the right to decide.

Yes, generally speaking, employee representatives are the decision-makers who feel their own units

If it is said that after the unit goes bankrupt, the employee representative can decide a compensation plan for the dissolution of the company. But to get the affirmation or recognition of this employee.

In accordance with the relevant legal requirements, matters related to employee welfare need to be voted on by the employee congress.

Can the employee representative cancel the order, the company's compensation plan? The employee representative represents that the employee plan is unreasonable, and the uterus can put forward the reasonable demands of the workers on behalf of the womb.

Your question is whether the employee representative can decide on the compensation scheme for settling wages? I don't think you have that right, you're just an offer.

Although it is a representative of employees, after all, it represents the interests of employees, and it is best for employees to discuss together.

If employee representatives wish to express their opinions, they must also abide by some of the legal provisions of the State on the economic dissolution of the company.

No, the company's compensation plan is approved by the Labor Bureau, and if you are not satisfied, you can apply for labor arbitration.

Legal Analysis: Employees who are dismissed by a company can receive severance payments. Severance is a one-time economic subsidy paid by the employer to the employee in accordance with the law after the termination or termination of the labor contract.

When the employer terminates the labor contract with the employee, it shall pay a certain amount of severance in a lump sum according to a certain standard.

Legal basis: Article 46 of the Labor Contract Law of the People's Republic of China The employer shall pay economic compensation to the employee under any of the following circumstances:

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 stool 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) Except in the case where the employer maintains or raises the agreed conditions of the labor contract and the employee does not agree to renew the labor contract, the fixed-term branch travel restriction labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law;

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

7) Other circumstances provided for by laws and administrative regulations.

According to the actual situation and relevant laws and regulations, if the situation is in accordance with the law, the company shall pay economic compensation to the employee.

The relevant laws and regulations stipulate the Labor Contract Law of the People's Republic of China

Article 41 In any of the following circumstances, where it is necessary to lay off 20 or more employees or less than 20 but accounting for more than 10 percent of the total number of employees of the enterprise, the employer shall explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or the employees, it may reduce the number of personnel after reporting to the labor administrative department:

1) Reorganization is carried out in accordance with the provisions of the Enterprise Bankruptcy Law;

2) Serious difficulties occur in production and operation;

3) The enterprise still needs to lay off personnel after changing the labor contract, after changing the labor contract;

4) Other situations where the labor contract cannot be performed due to major changes in the objective economic conditions on which the labor contract is based.

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;

7) Other circumstances provided for by laws and administrative regulations.

Article 47 Economic compensation shall be paid to the worker according to the number of years he or she has worked in the unit 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.

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" 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.