If the employee agrees to the boss to close the factory, how will the compensation be calculated?

If the employee agrees to the closure of the factory, the compensation shall be paid by both parties who have signed the terms of the labor contract and the provisions of the Labor Contract Law, and shall be compensated with one month's salary for each year of service. FYI.

Hello, the employee agrees that the compensation for the boss to close the door is calculated according to the year you worked in the factory, one month after working for one year, half a month for less than half a year of work, and more than half a year and less than one year is also calculated as one year.

Hello! From the perspective of legal procedures, whether the boss closes the factory or not does not require the consent of the employees. When a factory is unable to operate normally, the enterprise legal person has the right to close down and deregister the enterprise.

After the closure of the enterprise, employees should be given an appropriate amount of subsidies, generally based on the working hours of employees, theoretically one month for each full year of work, and so on, more than one year is how many months. However, it is not absolute, if the enterprise is seriously losing money, it may not meet this basic requirement. It's usually a matter of negotiation with the employee.

Hope it helps.

If the employee agrees with the boss to observe. How is the compensation calculated? Compensation, the number of years you have worked.

A minimum of two and a half months will be paid in a year. There is also the annual salary for the previous year. Divide by 12 on average.

Later, throughout the year. Pinyin of 12. In two.

Two and a half months to compensate.

The employee agrees that the compensation for the closure of the yard can be calculated in accordance with the corresponding legal provisions, or the company and the employee can reach a private agreement.

If the old employee agrees with the boss's officialdom, how will the compensation be calculated? If the employee agrees with the boss's officialdom, the superior should follow the pre-agreed agreement. The regular relationship should be an orderly compensation.

When the factory is closed, no compensation will be paid to the employees. Find a contract of 4000 yuan for the employee and give the employee a certain amount of compensation.

The employee agrees that the boss will close down the factory and pay one month's salary for each year of service in strict accordance with the provisions of the labor law. Because since employees are considerate of the boss, the boss should also think about the employees.

If I talk about compensation, it should be in accordance with the provisions of the labor law, which should be n+1, which is the average salary of each year multiplied by the year you worked.

If the employee agrees with the boss's observation, then the issue of compensation is still the boss's decision, and in fact, the boss decides whether to close the factory or not, and the employee only has the right to suggest, not the right to decide. It's all the boss's responsibility.

The boss should give the employee appropriate compensation before shutting down the unit, and give one month of compensation every year according to the length of time the employee has worked.

If the employee's boss closes the factory, then the employee's compensation can be settled in respect of labor laws. At the same time, you can also be given appropriate additional compensation according to your position and contribution in the factory.

According to the contract law, the employee has unified the compensation for the closure of the factory, which is generally one month after one year of work, of course, if you have money, you can add a little more.

If the employee agrees, how is the boss observing the compensation? The compensation shall be from the beginning of the work to the end of the period of liquidated damages, compensation.

One month's salary will be compensated for the previous year's shift. It is the n+1 compensation of the labor law. If you work for two years, you will be compensated for two months' wages. And so on.

The boss has a bad business, the business closes, and it can also be said that it closes down without the consent of the employees. The compensation depends on the economic profit of the enterprise, if only the arrears are left after the loss, the compensation may not be paid.

If the employee agrees with the boss to observe the employee's menstruation, the boss will compensate you according to the number of years you have been in the hospital.

Why do you want your employees to agree? It should be up to the boss to decide whether to close it or not. If it is really impossible to operate, the enterprise can be deregistered, but according to the contract law, the employee should be given severance compensation.

In terms of compensation, it seems that the employee will be accompanied by the age plus one of the employees who do it in the factory.

The teacher upstairs was right! This question seems to have been figured out by a clever boss, right?

Ready to lead employees to "agree" to you shutting down and forfeiting severance compensation because of their voluntary support?

Wouldn't it be too naïve?

Now 12351 employee service ** dozen, free lawyers will arrive. Even if you don't sign a contract, as long as the employee has a punch-in record or work clothes, you still have to pay the social health insurance for their previous working hours!

Don't lie to you, you can consult and inquire for yourself first. I handle no less than 30 such cases a month.

I have to sue the boss, it's pediatric, I can't run away!

The compensation for employees who are closed by the company is calculated in accordance with the dismissal stipulated in the labor law.

If the factory can't operate, then the wages and benefits of the employees will have to be paid. Therefore, the amount of compensation depends on the employment contract you signed with the factory.

The compensation is based on dismissal, which is prescribed.

This issue and the closure of the factory are of the same nature and should be decided by the courts, not the employees and the bosses, either of whom have the final say.

Employees have enough power, employees agree to the boss to close the factory, who wants to close the factory, the employee agrees to close the factory, the logic is not right.

If the employee agrees with the boss to close the factory, the compensation must be calculated to the employee, and the salary will also be paid.

If the boss has a bad business and wants to go out of business, the worker's compensation should still be given priority, and the appropriate compensation should be given according to the employee's working hours.

If the employee agrees with the boss to observe the calculation of compensation, it is necessary to coordinate and communicate with the boss to better reach an agreement.

If the employee agrees with the boss to observe the issue of compensation, Li Nan's labor law calculates the compensation.

In this case, the money from the sale should be given to the employee.

You can go to the labor bureau to ask for compensation, otherwise there is no way.

Legal analysis: If the boss terminates the labor contract with the employee due to the sale of the factory, he can terminate it by legal layoff, but he needs to pay economic compensation. Severance Payment:

It is calculated according to the number of years the worker has worked in the employer. One month's salary is paid for each full year. if it is more than six months but less than one year, one month shall be paid; If it is less than six months, half a month shall be paid.

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

Article 7 An employer shall establish a labor relationship with a worker from the date of employment. The employer shall establish a roster of employees for future reference.

Article 8 When an employer recruits a worker, it shall truthfully inform the worker of the work content, working conditions, work location, occupational hazards, production safety status, labor remuneration, and other information that the worker requires to know; The employer has the right to know the basic information of the employee directly related to the labor contract, and the employee shall truthfully explain it.

Article 9 When an employer recruits a worker, it shall not seize the worker's resident identity card and other documents, nor shall it require the worker to provide a guarantee or collect property from the worker in any other name.

Article 10 A written labor contract shall be concluded for the establishment of labor relations.

If a labor relationship is established and a written labor contract is not concluded at the same time, a written labor contract shall be concluded within one month from the date of employment.

If the employer and the employee conclude a labor contract before employment, the employment relationship shall be established from the date of employment.

Article 11 Where an employer fails to conclude a written labor contract at the same time as employing the workers, and the labor remuneration agreed upon with the workers is not clear, the labor remuneration of the newly recruited workers shall be implemented in accordance with the standards stipulated in the collective contract; Where there is no collective contract or the collective contract does not provide for it, equal pay for equal work shall be implemented.

The company's closure and dissolution is not to compensate employees, but to compensate employees. The compensation paid by the company to the employee shall be paid to the employee according to the number of years the employee has worked in the unit and one month's salary for each full year. if the period is more than six months but less than one year, it shall be calculated as one year of Wang Code; If it is less than six months, the worker shall be paid half a month's salary.

According to Article 87 of the Labor Contract Law, if an employer dissolves or terminates a labor contract in violation of this law, it shall pay compensation to the employee in accordance with twice the standard of economic compensation stipulated in Article 47 of this Law.

In addition to paying wages and insurance in accordance with the law, the employer shall pay severance payment, which shall be calculated according to the number of years of service, one month's salary for one year of service, one year for more than half a year and less than one year, and half a year for less than half a year, and the calculation standard shall be the average salary (including basic salary, bonus, etc.) of the employee for the 12 months before the termination of the labor contract. Article 27 of the Labor Law of the People's Republic of China stipulates that if an employer is on the verge of bankruptcy and undergoing statutory rectification or has serious difficulties in its production and operation conditions, and it is really necessary to lay off or reduce its personnel, it shall explain the situation to the trade union or all employees 30 days in advance, listen to the opinions of the trade union or employees, and may lay off the personnel after reporting to the labor administrative department. Where an employer lays off personnel in accordance with the provisions of this Article and hires personnel within six months, it shall give priority to the personnel who have been laid off.