I resigned in January, joined the company in March, was fired in May, and still haven t found a job,

Don't be in a hurry, sometimes what is missing is an opportunity. Of course, your premise is that you are prepared. Submit resumes, attend job fairs, and get job postings through your parents and friends.

If you feel that it is difficult to find a job in this industry, you can change careers. There are so many jobs in the world, you can't find them if you don't believe them! Can't find it, be your own boss!

In March, I found an advertising agency to do copywriting, but I was considered not creative enough"I'm the same now, and I don't know if I can pass it yet.

1.There are private matters at home.

2.Submit resumes online, job fairs. There are more and more job fairs after the Olympics in September.

It's hard to find a job this year, I also studied this major, and now I'm doing foreign trade, but it's hard to do business, and I'm dying of pain.

1: I stayed for so long because I haven't been able to find a suitable job for me, and now I feel that the position and treatment of your company are very suitable for me.

2: Go to a more developed big city and find a company with export or import intentions.

Go to Shenzhen and find a special recruitment session for large enterprises.

How, you can think for yourself.

I'm also looking for a job, it's really hard to find! I'm also in Shanghai. People ask you why you have been stranded for so long, and they say that you have never found a suitable job, and if you don't end it, what else can you do? Your major should be easy to find a job, right?

The employer shall not dismiss the employee without cause, 2. The employer shall terminate the labor contract.

There are three forms, and the compensation standards are different for different forms, and the workers should combine their own reality and labor law.

The amount of compensation is determined by the provisions, and there is no compensation for fault termination, and one month's salary is paid for non-fault for one month's salary per year, and there is also a month's pending notice payment. (1) Negotiated termination (2) Fault-based termination of labor contract 1The worker is proved to be ineligible for employment during the probationary period; 2.

The worker seriously violates labor discipline or the rules and regulations formulated by the employer in accordance with the law.

The labor contract may be terminated in accordance with the law or in accordance with the provisions of the labor contract; 3.The worker is seriously derelict in his duties or commits malpractice for personal gain, causing major damage to the interests of the employer; 4.The laborer was sent to re-education through labor.

or being investigated for criminal responsibility; 5.Other circumstances under which the employer may terminate the labor contract at any time as provided by laws and regulations. The above fault dismissal does not require advance notice and no compensation is required, but sufficient evidence must be collected.

3) Non-fault termination of labor contract 1 The employee is sick or injured not due to work, and cannot engage in the original job or other work arranged by the employer after the expiration of the prescribed medical treatment period. 2. The worker is not competent for the job, and is still incompetent for the job after training or job adjustment. 3. The objective circumstances at the time of the conclusion of the labor contract have changed significantly, 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 negotiation.

If the above non-fault termination is not faulty, the employer shall notify the employee in writing 30 days in advance and pay one month's salary (in lieu of notice).

After the termination of the labor contract, compensation shall be paid at the same time, and the compensation shall be based on the length of service.

In terms of calculation, one month of compensation for one year, and half a year for less than one year.

You worked for a month and were dismissed for no reason, did the company pay you a salary? Did you pay compensation? Let's put it this way!

If the company pays you a one-and-a-half-month salary, then there is nothing wrong, because if you are dismissed after one month, you have to compensate for half a month's salary, if you compensate, then it's fine, because the company can dismiss you, as long as you are compensated, you can be compensated for half a month's salary.

After working for a month, he will be dismissed for no reason. Everything happens for a reason, and nothing goes without a reason. First of all, think about yourself, whether you have not done something properly.

If you are really diligent in your work, you will be fired. Then you can go to the relevant departments to stay in labor arbitration for mediation.

What should I do if I am fired for no reason after a month of employment? Since you are working, a month can be said to be not a short time, and you were dismissed, it must be that the leader thinks that you are not suitable for this job. And it's within the probationary period, so since you've been fired, find a new job.

What should I do if I am fired after a month of work without cause? I think it depends on what the contract you signed with him at the time. And you don't know why you were fired, you can ask the leader why he fired you?

If it's you who don't do well and don't meet the company's requirements. In short, you need to know what the reason for being fired by the company. Is it their own fault, or is it the responsibility of the company.

After working for a month, you were fired for no reason, the first reason may be that the company did not fancy you, and you did not meet their requirements, so they fired you.

The second reason is that this company is facing the problem of turning you into a regular person, and your salary will be much higher than the original. They don't want to pay this money, so they say that if you are fired, you will be hired to hire a new person, so that you can save a lot of money. Maybe that's what this company has always done.

Because this thing is meaningful, first of all, you can find the box leader to communicate, if the communication is not clear, if there are objections to all aspects of wages, you can apply for labor arbitration, and now there is a fragrant labor law to protect us.

If you don't know what the reason for being fired, you can ask the company's leadership or the human resources department, they should be. There will be a record, and then I will also tell you the reason, you can go to consult them to see what the reason is, and then how should the salary be paid? So be sure to make these questions clear to them in advance.

If you are fired after working for a month, I think there must be a reason, you can find the reason from yourself, and then find the reason from the leadership of others, there is no employee who is fired for no reason.

If you are dismissed after working for one month without reason, if you have a contract, or if you are not paid, you can go to the labor arbitration department to complain and apply for resolution.

Keep the evidence of the other party's dismissal, labor contract, social security records and salary statements, etc., and go to the district and county-level labor arbitration commission where the employer is located to conduct labor arbitration and ask for compensation.

When you are dismissed, you must immediately adjust your mentality to find another job, use all your energy and efforts to another job, don't complain, and work hard for the next job.

If you have signed a contract with your employer and you have not violated the provisions of the contract and have been dismissed for no reason, you should report it to the local labor department to protect your rights and interests.

You can ask your leader directly, why did he dismiss you directly? If you don't do anything well, you will definitely correct it, you must tell your leaders what you think, and I may come back later.

If you have signed an employment contract, you can apply to the labor bureau for labor arbitration. If you don't sign it, you can't do it.

It can't be for no reason, you can ask the reason for the dismissal, if it's your problem then you can fix it, if it's a company problem, you can ask for compensation.

Get a new job, you may be fired during your probationary period because the employer is not satisfied with your performance during the internship.

It is not necessary to be dismissed for no reason or if the work ability does not meet the requirements of the boss, because generally only one month is a probationary period, and the boss can be dismissed if he is not satisfied during the probationary period.

If you have only worked for a month, maybe the other party is not very satisfied with you during the internship period, you can summarize what needs to be improved during this period and prepare for the next job. This is how life grows up in the midst of snorting and bumps, and nothing is smooth sailing.

You can ask your boss or go to the HR department to find out the reason for your dismissal.

You should actively work hard to find another job, and I am really helping you look forward to it

You can go to court to sue the other party, and the company can't just fire the employee.

The days depend on the two of them living slowly, and perseverance can go to the end. I couldn't understand what he said. Feelings need to be cultivated, not because of one or two things.

And there is a barrier.

If an employee is dismissed without cause after one month of service, the employee may apply for labor arbitration and request the employer to pay compensation for illegal dismissal.

How to Apply for Labor Arbitration:

1. Go to the labor dispute arbitration commission in the local human resources and social security bureau (formerly the labor bureau) to apply for labor arbitration, and you need to bring: 2 copies of the arbitration application form and 1 copy of the applicant's ID card when filing the case; 2 copies of relevant evidence and a list of evidence; The employer's business registration information (registration information is not required in Beijing).

2. After submitting the materials, the arbitration commission will file the case within 5 working days, and then give both parties a period to present evidence and a time period for the other party to reply; Then ** hearing, and then mediation between the two of you, mediation fails, the arbitration committee issues an award; Labor arbitration shall be concluded within 60 days; If the employee is not satisfied with the award, he or she can sue the court;

3. During the application for labor arbitration, the worker shall not be delayed to work in the new unit.

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.

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.

Article 48 Where an employer dissolves or terminates a labor contract in violation of the provisions of this Law, and the worker requests to continue to perform the labor contract, the employer shall continue to perform it; If the employee does not request to continue to perform the labor contract or the labor contract can no longer be performed, the employer shall pay compensation in accordance with Article 87 of this Law.

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.

As long as you have signed a contract with him, and he dismisses you for no reason, you can ask him to compensate you for the compensation, if there is no contract, then you are not easy to do, the main thing is that the contract is very important.

After work, you are fired for no reason, it must be because you are not doing a good job, or you are not rich enough to work experience, so you should find another job.

Of course, I went to the labor and social security department to complain. You can go to the labor arbitration tribunal to file a lawsuit. Keep good work records and contracts that can be used as evidence.

Think about it yourself, find out the reason, and look for a new job to avoid such a situation.

If the east does not fight, it will fight the west.

Re-apply. There is no place to stay here, there is a place to stay here.

I've been working in the company for three months, and I was suddenly fired, what should I do?

I've been working in the company for three months, and I was suddenly fired, what should I do? Hello dear, If you are dismissed without reason for 3 months after joining the group, the labor can request the employer to pay economic compensation, but because the work is less than half a year, you can only ask for half a month's salary. I hope it can help you, if my answer is helpful to you, please give a like (comment in the lower left corner), look forward to your like, your efforts are very important to me, and your support is also the driving force for my progress.

Finally, I wish you good health and a good mood!

Legal Analysis: 1. If the labor contract is terminated under the circumstances specified in Article 39 of the Labor Contract Law of the People's Republic of China, there is no economic compensation. 2. If the employer terminates the labor contract in accordance with the regulations, the employer shall pay the employee economic compensation for two months' wages in accordance with Article 46 of the Labor Contract Law of the People's Republic of China.

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. During the probationary period, the employee may terminate the labor contract by notifying the employer three days in advance.

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 workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under 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 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 Shantuanling unit, 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;

6) Those who have been pursued for criminal responsibility in accordance with 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 or filial piety:

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.