The company wants to force us to leave, what should I do? 20

Is there a contract signed? Does the contract stipulate what your monthly minimum wage is? If not, you can check the company's rules and regulations, the company's boss is not stupid, it's useless to mourn, he gives you a monthly salary according to the bottom line of the minimum wage where you are every month, it is not illegal, if you really have the ability, are you afraid that you will not have a good job?

But this year is the year of the financial tsunami, and it's hard to say. Do it yourself, it's best to call ** to consult the labor department.

It should be illegal, consult the relevant departments.

This society is like this, when you are needed, you are gold, when you are not needed, you are a piece of mud, I think it is better to take the initiative and ask the labor department for clarification, but just don't accept his approach, resign if it's a big deal, and find a better one. You can't just take 770 yuan and mix there, right?

It's best to go through the legal route. But it's hard to work now......

Bear with me, it's almost the New Year! Find something to do next year! In fact, the company also has unspeakable secrets, who called the financial turmoil in the United States, I am a mold, the basic salary is only 682, hey, I have to add more than 100 hours of work a month, and the salary is less than 2,000! I won't do it after this month....

Collect evidence, especially salary, date of employment, employment contract, etc., and prepare for labor arbitration. We must not be soft-hearted, these are extraordinary times, and every penny must be contested.

Summary. Find a way to get your boss's boss or big boss to appreciate you.

It's best to take some opportunities to be with the big boss and show yourself well. Take your time. Opportunities are for those who are prepared. As long as you have the opportunity, you should prepare well.

In fact, you have already thought about it yourself. Your current boss wants you to be miserable and wants you to leave. Now that you can see her purpose, you can be calm with her attitude. No matter how good she is, she is also a human.

You should do a good job at your job. She couldn't find anything wrong with her. Otherwise, you'd have been fired for a long time.

Carry it. Maybe, stay for two days, and your boss will jump on his own.

If the company wants me to go, I won't go, and find a way to make the boss's boss or big boss appreciate you. It's best to seize some opportunities to be with the big boss and show yourself quietly. Take your time.

Opportunities are for those who are prepared. As long as you have the opportunity, you should prepare well. In fact, you have already thought about it yourself.

Your current boss wants you to be miserable and wants you to leave. Now that you can see her purpose, you can be calm with her attitude. No matter how good she is, she is also a human.

You should do a good job at your job. She couldn't find anything wrong with her. Otherwise, you would have regretted it a long time ago and were opened for a quiet scumbag.

Carry it. Maybe, stay for two days, and your boss will jump on his own.

I think that since you want me to go, I won't leave, and when I want to leave that day, you will come and beg me not to go, so you have to do a good job and impress him.

You say yes. But my friend, sometimes tell me that the boss wants you to leave, and it's not interesting for you to do anything.

It depends on how you think and follow your heart.

I've answered your question, I suggest it!

If it doesn't work, go to the labor bureau and sue him.

That's too. That's right.

Are there any others.

If you don't, it's over.

Praise is recommended. I've already said what I need to say.

For this problem, it is obvious that it is a very personal problem, but we can still look at it from the perspective of work effectiveness, career development, company interests, employee rights and interests, etc., it will be more reasonable to let who stay.

First, the effectiveness of the work: let the fruitful employees stay. Whether it's a new or existing employee, keeping high-performing employees on hold can add greater value to the company.

If a new employee is outstanding and improving, then the company should give more attention and training so that he or she can continue to produce better work results. Similarly, if a veteran employee's performance has always been important to the company, his or her experience and skills are also indispensable to the company's steady development, and should also be prioritized.

2. Career development: let employees with development potential stay. Whether an employee's career path can be discovered and cultivated by the company will have an impact on the future of the employee and the company.

If the company focuses on employees with development potential, then when choosing to dismiss employees, it should give preference to those old employees whose career development is limited, and keep new employees with greater career development potential.

3. The interests of the company: let the employees who have made greater contributions to the interests of the company stay. The development of the company is inseparable from the efforts and contributions of each employee, so the dismissed employees should give priority to those employees who have lost their contribution to the company's value, and consider how to maximize the company's interests in the process of retaining employees.

4. Employee rights and interests: The rights and interests of employees should also be considered when choosing who to stay. If you choose to dismiss an employee solely on the basis of work effectiveness, career development and the interests of the company, without fully considering the rights and interests of the employee, it is also unreasonable.

When dismissing an employee, the company shall adopt fair and transparent procedures and pay economic compensation that meets the statutory standards to ensure that the legitimate rights and interests of the employee are not infringed and avoid illegal dismissal.

In short, the choice to dismiss an employee is an extremely serious issue, and the company should always deal with it in a reasonable and fair manner. When choosing who to keep, you should consider and weigh from multiple angles, and make the most correct decision based on various factors. At the same time, it is also necessary to pay attention to the legitimate rights and interests of employees and adopt an open and transparent way to deal with them, so as to minimize the negative impact of employees and ensure that the interests of both employees and enterprises are maximized.

According to the analysis in the case, the employer adopts the method of salary reduction and job adjustment to let the employee voluntarily leave the job, so that he does not have to bear any legal risks.

First of all, the employee should carefully read the terms of the labor contract signed between the employer and him, and the position and salary specified in the contract. When the unit carries out the personnel transfer, whether the worker is unable to meet the post assessment standards due to personal assessment and is not qualified for the current post, or the worker is unable to perform the previous job after returning from illness and recuperation, so that someone is transferred to the unit.

If neither of these two is the case, the employer has no right to change the employee's position and salary. The employee has the right to request the employer to return to the original position, and if the employer does not agree, he or she can go to the local labor bureau for arbitration.

Second, because the wages are paid according to the date of payment in the terms of the contract, the wages of the employees cannot be delayed or delayed, because the employer does not fail to pay the wages, but defaults on the payment of wages, although it is a violation of the law, but this case is difficult to appeal.

To sum up, if an employee wants to protect his or her own rights and interests, he or she can go to the labor bureau for arbitration, and do not file for resignation by himself, and there are two reasons for appeal: 1The employer fails to transfer jobs and reduce wages in accordance with the provisions of the labor contract; 2.Wages were not paid at the contracted time.

There is no compensation for voluntary separation. But there is no point in spending more than 1,000 a month with the company, you can negotiate with the company to resign, make up one month's salary for one year, and then leave the company to find a new job after paying all the wages owed before.

Such a unit is still gone, and there is no future if you keep it, so let's suffer a loss, and go outside early to earn more!

For such a unit, the labor department can't do anything about them, for you, either wait or go!

This situation is a typical "hidden layoff" that is quietly popular in many enterprises in our country. Companies want to lay off employees, but they don't want to break the law or are unwilling to bear the liability for breach of contract, and try to force employees to resign themselves.

It is recommended to weigh and choose from the aspects of job opportunities, career development, and economic compensation in combination with your own specific situation, and decide on countermeasures

1. If the current job is very important to you or difficult to replace in the short term, and there is room for fighting, you can communicate with the leader through the 'cooperative' negotiation strategy, and redouble your efforts and improve the work to prove your potential and value, so that the company will consider keeping you.

2. If the probability of winning is not large, and the "resignation certificate" of the current unit has little impact on your future career development, you can adopt an "adversarial" negotiation strategy, and the conditions offered by the unit, such as "long vacation, job transfer and salary reduction", are not accepted. Labor laws and regulations stipulate that if you want to change the content of the labor contract, both parties must reach a consensus through consultation.

Unilateral change of the content of the contract by the employer is a breach of contract. Let the unit dismiss you, don't take the initiative to resign impulsively, otherwise, your legitimate rights and interests cannot be guaranteed.

3. Obtain and retain evidence of 'redundancy' as much as possible.

4. If you do not accept any adjustment arrangements from the unit, and the unit is forced to implement or does not arrange a job for you, does not pay wages, stops paying social security, etc., then you can go directly to the labor department to sue him, and you are allowed to win the lawsuit!

Note: No matter what the unit does, it is recommended not to take any radical illegal acts, which will outweigh the losses!

Reassignment. One of the most commonly used means is to transfer posts.

When the company no longer needs your position, or needs to streamline your position, the company will generally adjust the "optimization object". The adjusted positions are generally "messy" and idle positions with no room for development; After working for a while, you find that the position is completely out of your career development plan, or even beyond the pressure you can tolerate, so you have to ask to leave.

High requirements and strict assessment.

If you refuse to be transferred, the company will generally impose a strict assessment on you, and your assessment will definitely be unsatisfactory. This will assign you a lot of high-demand work, even if you make a slight mistake, your superiors will hold on to it, and interview again and again; After failing to pass the assessment for many times in a row, and there is symbolic training or job transfer, the company will have reasonable reasons to terminate the employment relationship with you. More often than not, workers will take the initiative to leave their jobs out of physical and mental pressure.

Isolated. If you are strong in your heart, you have survived a series of measures and means; But in order to force you to leave your job personally, the department will choose to isolate you at this time. You will find that no one responds to you when you greet each other in the morning, there is no one for important work or meetings, no one is with you at lunch, no one communicates with you, no one smiles at you, this is also the so-called psychological attack.

So you can't be happy at work, and the only way to break the ice is to quit and leave.

Negation. At work, no matter what you do or how you do, you will always be denied and will always pick out the bones in the egg; Denying all your value makes you feel that your existence has no meaning. Constantly trampling on your confidence, ravaging your self-esteem, and forcing you to leave your job.

Pay cuts. This step is generally used by the company as a last resort. Because talking about a salary cut is the same as talking about dismissal, it will also be based on your previous assessment, thinking that you are not qualified for the position.

The above are common methods used by companies to force employees to leave passively, and of course, companies will also come up with various tricks, such as recommending you to other companies to make you poached; Take the initiative to give you a holiday, let you rest, etc. But in any case, as workers, we should protect our legitimate rights and interests, rather than "becoming a habit" and thinking: everyone is like this, so I will accept it.

The easiest way to do this is to make the work more intense or difficult.

There are too many ways for companies to force people away, large companies are quite regular, and small companies have too many tricks, here are a few examples of conventional situations.

1. Reduce wages, fines, and deduct wages for various reasons.

2. Arrange unreasonable work for you, making it difficult for you to complete.

3. Criticize and slander you in front of your colleagues, at least criticize and at worst insult.

4. Forced overtime, unexpected things in the scope of work, in short, all kinds of things oppress you.

5. Isolate you, the leader invites you to dinner, but does not notify you.

6. Snatch the fruits of labor.