If you are dismissed by the hotel for no reason, is there any compensation?

This depends on the first, whether the term of the labor contract you signed has expired, and if the deadline has expired, then there is no compensation for his dismissal. Second, did you make any mistakes while working? You cannot be dismissed without a valid reason.

Generally, you will be paid one month's salary. If nothing is given, you can file a complaint with the labor arbitration department.

If you are dismissed by the hotel for no reason, is there any compensation? This question should be viewed in two parts, first, have you signed a contract with the hotel? If you don't sign a labor contract, you will be temporarily used for a few days, if you are dismissed, there is no problem, if you have worked for a few years, he will dismiss you, it is also a little bit to say, now there is a labor law, you can put labor arbitration to reason with her.

It is recommended that you go to the local labor bureau to consult, which will generally help you solve this kind of problem, if the other party has no legitimate reason to dismiss you, it must be implemented in accordance with the provisions of the labor law, but it is a question of how much compensation.

He was dismissed by the hotel for no reason. Whether there is compensation or not, you are not too clear on this issue. First of all, it should depend on whether you have a contract, if you and both parties have signed a labor contract, you can handle it according to the labor contract.

You can also go to the labor arbitration department for consultation. Ask for their help.

The laws and regulations are more detailed, especially for our migrant workers, must we sign a labor contract in the unit? Are you new here, or how long have you been? Because the labor contract is a protected book, the policy that can allow the people to get benefits from the law, so when we are ten years old in the hotel for no reason, we can take it to remember the labor insight committee fee adjustment and see if we can get it?

It mainly depends on how long you work in the hotel, if it is more than a month, then there will definitely be compensation. If it's still on probation, it's not necessarily.

Looking at your contract, you can consult the reason for being dismissed, and if you think it is unreasonable, you can apply to labor arbitration and let your boss compensate.

If the restaurant is not doing well and the owner wants to transfer or close down, it is normal to fire the employee. In this regard, the boss should pay severance pay.

There is no compensation for dismissal by the hotel for no reason, but it is okay not to compensate according to the operation of the hotel. However, there is a reason for your dismissal, which can be compensated or not.

Of course, there is compensation, and if there is a violation, the compensation may not be much. I will explain to you specifically. Otherwise, the Labor Bureau will take a walk.

Under normal circumstances, in the event of dismissal, non-payment of wages, and other disputes, you can find local labor arbitration to resolve them, and use legal means to sanction those who violate the law.

Generally, if there is no compensation, you can go to the labor bureau to ask, if the hotel does not contract with you and does not buy you insurance, you can get compensation.

Go to labor arbitration, but you may not be able to get compensation, hurry up and find a job, you can also labor arbitration here, and there is nothing to lose if you try.

It depends on the specific situation, as long as it is not your own reason, there is compensation, which can be done through the competent department of human resources and social security or arbitration.

If you can prove that you work in a hotel here. Yes, you can ask for compensation.

This kind of compensation will not be paid by the small boss, but you can go to the labor bureau to get it

This is generally available, see how your labor contract is signed.

Because we don't know the specifics, we can't give specific opinions here. The landlord can read the labor law again, combine his own situation, and use the law to protect his legitimate rights and interests.

Legal Analysis: If an employee is dismissed by the employer without cause, the employee can claim economic compensation from the employer and may apply for labor arbitration. Employees who have worked for one year shall be paid one month's salary.

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. 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 conditions that need to be met by the employer to dismiss the worker (1) Termination through negotiation. The employer and the employee may terminate the labor contract if they reach an agreement through consultation. (2) Dismissal with negligence.

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

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.

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.

Legal analysis: If an employee is dismissed without reason without signing a labor contract, twice the salary shall be paid according to the provisions of the contract without signing the contract, and in addition to complying with the provisions of Article 39 of the Labor Contract Law, other economic compensation shall be paid.

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

Article 37 A worker may terminate the labor contract by notifying the employer in writing 30 days before the hardship year. The employee may terminate the labor contract by notifying the employer three days before 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 violates rules and regulations and forces an employee to perform risky work that endangers the employee's personal safety, the employee may terminate the labor contract immediately 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 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:

(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.

If the hotel dismisses an employee without cause, if the dismissal is illegal, it needs to pay the employee severance as compensation. That is, according to the number of years the employee has worked in the hotel, two months' salary will be paid for each full year, and more than six months and less than one year will be counted as one year; One month's salary is paid for less than six months.

Article 87 of the Labor Contract Law.

If an employer dissolves or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the employee in accordance with twice the standard of economic compensation provided for in Article 47 of this Law.

Article 48.

If an employer dissolves or terminates a labor contract in violation of the provisions of this Law, and the employee 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.

When an enterprise dismisses an employee, the corresponding compensation varies according to the reason for the dismissal. Specifically: First, if an employee is dismissed without cause, the employer needs to pay double the economic compensation.

Second, if an employee is dismissed at the expiration of the contract, the employer needs to pay economic compensation. Third, the unit needs to pay economic compensation for the economic layoffs and dismissal of employees. Fourth, the employees of Shilingsou seriously violated the company's discipline, and the unit did not need to pay compensation.

Fifth, if the employer dismisses him during the probationary period because he does not meet the employment conditions, the unit does not need to pay economic compensation.

Article 87 of the Labor Contract Law provides that if an employer dissolves or terminates a labor contract in violation of the provisions 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.