Will I be fired 5, will I be fired

I also think it's an excuse that you can look at your employment contract and apply for arbitration if there is no relevant clause.

There will be no dismissal. Since the current company has recruited you into the company, if you don't make a big mistake of principle, it won't fire you so easily. You can wait for the insurance of the original unit to expire, and the current company will give you a new insurance.

Generally, the company's insurance is in charge of the administrative assistant, and the favor to the administrative commissioner of the original unit will naturally solve the problem. Brother: Good luck.

Suggestion: Ask for advice in areas we are not familiar with, and listen to the advice of others. There is no problem that cannot be solved.

Insurance is a deception, and the insurance premiums we pay go to**Do you know? If you are not going to be exploited in this bird unit for the rest of your life, ignore him and continue to change jobs. With regard to insurance, Professor Lang Xianping has warned us with prophetic wisdom about these various risks related to the vital interests of the common people in China.

You won't work in a unit for a lifetime these days, and you can't expect the unit to provide for you, and don't expect the so-called state to provide for you. Remember: it is most practical to hold the money in your own hands, and do not deposit in the bank and make some investments.

I shouldn't have quit you, maybe he said that as an excuse.

Why don't you get everything done at the old company and then change jobs.

Well, I shouldn't put it.

It shouldn't be, excuses, o(o, absolutely.

Legal Analysis: No. Both dismissal and dismissal are ways for an employee to leave the employer and are both ways to terminate the labor relationship.

The differences between the two are:

1. The treatment method is different. The dismissal is formal, while the dismissal procedure is simpler.

Legal basis: Labor Contract Law of the People's Republic of China

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.

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract, (2) Failure to pay labor remuneration in full and in a timely manner, (3) Failure to pay social insurance premiums for the employee in accordance with the law, (4) The rules and regulations of the employer violate the provisions of laws and regulations, and damage the rights and interests of the employee, (5) The labor contract is invalid due to the circumstances specified in Paragraph 1 of Article 26 of this Law, and (6) Other circumstances in which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Article 39 The employer may terminate the labor contract if the worker falls under any of the following circumstances:

1) During the probationary period, it is proved that the employee does not meet the employment requirements, (2) he seriously violates the rules and regulations of the employer, (3) he or she seriously neglects his duties, engages in malpractice, and causes major damage to the employer, (4) the worker establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the employer, or refuses to make corrections after being proposed by the employer, (5) the labor contract is invalid due to the circumstances specified in Item 1, Paragraph 1 of Article 26 of this Law, and (6) the employee is investigated for criminal responsibility in accordance with law.

Article 40 In the event of 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:

(2) The worker is incompetent for the job and is still incompetent for the job after training or job adjustment after the expiration of the prescribed medical treatment period, (2) the worker is incompetent for the job, and after training or job adjustment, he is still incompetent for the job, (3) the objective circumstances on which the labor contract is based have changed significantly, making it impossible to perform the labor contract, and the employer and the employee have failed to reach an agreement on changing the content of the labor contract after consultation.

Dismissal is not dismissal, and the difference between dismissal and dismissal is as follows:

1. Dismissal is often organization-led, and the termination of the employment relationship is caused by the employee's personal reasons. In China's state-owned enterprises and collective enterprises, it is also called dismissal;

2. 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 for some reason.

The procedure for terminating an employee, as follows:

1. Notify the dismissed employee;

2. Explain the reasons for dismissal;

3. Handle resignation procedures and work handover for the dismissed employees.

The compensation for the dismissal of the employee needs to be determined according to the following circumstances, such as the age of the rush

1. If the employee is dismissed due to gross fault, there is no compensation;

2. If the employer dismisses the employee illegally, the employee shall be compensated with double the economic compensation. The calculation standard of the severance payment is based on the employee's years of service in the company, and the salary is one month for each full year.

Legal basisArticle 36 of the Labor Contract Law of the People's Republic of China.

The employer and the employee may terminate the labor contract if they reach an agreement through consultation.

Article 39 of the Labor Contract Law of the People's Republic of China.

The employer may terminate the labor contract if the employee has 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 damage 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 employer, 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.

Management will not be fired after the acquisition. The acquisition of a company is a change of investors, so Chinese law stipulates that the change of the name, legal representative, main person in charge or investor of the employer does not affect the performance of the labor contract. A company merger is a legal act in which two or more companies form a company by entering into a merger agreement in accordance with the conditions and procedures stipulated in the Company Law.

1. Whether the two companies can be merged with their shares.

The two companies can be combined with shares. A corporate merger refers to a legal act in which two or more companies enter into a merger agreement in accordance with the conditions and procedures prescribed by law to form a company. Merger by absorption refers to a legal act of merging a company by merging one or more companies into another Zhonghui company.

A new merger is a legal act in which two or more companies merge to form a company on the premise of extinguishing their respective legal personality.

2. What is the difference between an acquisition and a merger.

Main Differences Between Corporate Mergers and Acquisitions:

1. The main body is different. The merger subject is the company, and the acquisition subject is the acquiring company and the shareholders of the target company;

2. The effectiveness is different. The consequence of the merger is a change in the corporate entity, and the consequence of the acquisition is a change in the controlling shareholder of the target company;

3. The nature is different. The merger is the result of the negotiation and cooperation between the parties, and the acquisition includes a tender offer;

4. The application of procedures and laws is different. Mergers are subject to the Companies Act, and acquisitions are subject to the ** Act.

3. What is the behavior of enterprise A's acquisition of enterprise B?

The acquisition of enterprise B by enterprise A is a business combination. An acquisition is a business combination, and one of the ways of a business combination is an acquisition. Business combination refers to the process in which two or more enterprises enter into a merger agreement to form a new enterprise by combining their assets in accordance with the provisions of relevant laws and regulations.

In the case of a merger, the parties to the merger shall sign a merger agreement and prepare a balance sheet and a list of assets. The company shall notify the creditors within 10 days from the date of making the merger resolution and make an announcement in the newspaper within 30 days.

Article 33 of the Labor Contract Law of the People's Republic of China.

The change of the employer's name, legal representative, principal responsible person or investor does not affect the performance of the labor contract.

Article 34.

In the event of a merger or division of an employer, the original labor contract shall continue to be valid, and the labor contract shall continue to be performed by the employer that inherits its rights and obligations.