What to do if you were wrongfully fired from a People s Bank unit in 1993 30

Recruitment unit, object, major and application conditions.

1) Recruitment unit.

The Shanghai headquarters of the People's Bank of China, all branches, business management departments, provincial capital (capital) city center sub-branches, sub-provincial city center sub-branches, prefecture city (state) center sub-branches, and county (city) sub-branches are the employers of this recruitment, and are collectively referred to as recruitment units in this recruitment.

2) Candidates.

Fresh graduates of full-time colleges and universities included in the national unified enrollment plan (including 2011 graduates, as well as 2010 and 2009 graduates who have been approved by the competent education department to postpone dispatch; excluding targeted training, commissioned training graduates) and social in-service personnel.

3) Recruiting majors.

4) Application Requirements.

1. Have the nationality of the People's Republic of China;

2. Support the Constitution of the People's Republic of China;

3. Have good conduct;

4. Aged between 18 and 35 (born between November 1, 1974 and November 1, 1992);

5. Have the physical condition to perform duties normally;

6. Have a bachelor's degree or above from a full-time ordinary college or university included in the national unified enrollment plan, and have a bachelor's degree or above, and the major is the counterpart. If the recruiting unit has other special requirements, please refer to the column of "Specific Requirements of the Recruitment Unit" in the "Recruitment Brochure" for details;

7. The academic qualifications of those studying abroad must pass the academic certification of the relevant departments of the Ministry of Education, and have the study certificate issued by our embassies and consulates abroad.

Persons who have been criminally punished for crimes, persons who have been dismissed from public office, military personnel on active duty, non-recent graduates who are currently studying, persons who have been dismissed by the People's Bank of China, and persons who are not suitable for employment for other reasons must not apply for the examination.

The accurate name of the Kunming branch of the People's Bank of China should be the Kunming branch of the People's Bank of China, and the treatment should be equivalent to 2 to 3 times the average local salaryComments.

You didn't understand it at the time

The regulations on the resignation of employees of the People's Bank of China shall be implemented in accordance with the "Interim Measures for the Management of Officials of the People's Bank of China".

Article 74 When a member resigns, he or she shall submit a written application to the bank where he belongs, which shall be examined and approved according to the management authority. The approving bank shall reply to the committee within 3 months. During the approval period, the applicant shall not leave the post without authorization.

Provincial branches may, according to the actual situation, stipulate the minimum service period of more than 5 years for employees within their jurisdiction. Those who have not yet completed the minimum number of years of service shall not resign.

Those who have not yet completed the declassification period in positions involving the state's economic or financial secrets, or who hold positions in other special positions or whose official duties have not yet been completed, and whose resignation may have an impact on their work, must not resign.

Employees who are under review are not allowed to resign.

Article 75 Employees who leave their posts without authorization in violation of the provisions of Article 74 of these Measures shall be expelled.

Article 76 After resigning, if a member of the bank takes up a post in a directly subordinate unit that has a subordinate relationship with the original unit within three years, it must be approved by the original unit.

Article 77 In any of the following circumstances, a member shall be dismissed:

1) In the annual evaluation, they have been determined to be incompetent for two consecutive years;

2) Those who are not qualified for their current job and do not accept other arrangements;

3) Refusing to make organizational arrangements due to institutional adjustments, cancellations, mergers, or reductions in staffing, or changes in position settings;

4) Absenteeism from work or failure to return within the time limit without a legitimate reason for more than 15 consecutive days, or a total of more than 30 days in a year;

5) Failure to perform duties as a member, violation of relevant state regulations, policies, and conduct rules, and conduct and discipline, and where there is still no change or negative impact after education, and it is not appropriate to give a sanction of expulsion.

Article 78 The dismissal of the bank shall be submitted by the competent bank according to the management authority, and shall be submitted to the provincial branch for examination and approval. and formally notify the person in writing.

Article 79: Employees who are not suitable for their current work, who still do not meet the requirements of their posts after repeated job rotations, and who do not meet the requirements for dismissal, may be ordered to be transferred within a set period of time after reporting to the higher level for examination and approval.

Article 80 If a member resigns or is dismissed, he or she shall go through the formalities of handing over the work before leaving the post and, if necessary, accept the audit of the resignation. Those who refuse to go through the formalities for the handover of work are to be dismissed. For those who refuse to accept the audit of leaving office, the facts must be ascertained and their responsibility must be investigated according to the actual situation.

Bank members who resign or are dismissed no longer retain their status as members of the People's Bank of China.

There is no such thing as a temporary worker anymore.

The specific treatment depends on how your unit stipulates it.

There's no longer any talk of seniority. So it's equal to zero.

If the employer dissolves or terminates the labor contract in violation of the provisions of the Labor Contract Law, and the employee requests to continue to perform the labor contract, the employer shall continue to perform the labor contract.

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 the regulations. If the employer does not compensate and compensate, the employee may appeal to the labor administrative department to protect his or her rights.

In accordance with the provisions of the Labor Contract Law of the People's Republic of China.

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 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.

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 50 The employer shall, upon dissolution or termination of the labor contract, issue a certificate of dissolution or termination of the labor contract, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days.

The worker shall handle the handover of work in accordance with the agreement between the two parties. Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so at the time of completion of the work handover.

The employer shall keep the text of the labor contract that has been dissolved or terminated for at least two years for future reference.

Article 80 Where the rules and regulations of an employer directly related to the vital interests of the workers violate the provisions of laws and regulations, the labor administrative department shall order it to make corrections and give it a warning; If any damage is caused to the worker, he shall be liable for compensation.

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.

Article 89 Where an employer violates the provisions of this Law by failing to issue a written certificate of dissolution or termination of a labor contract to a worker, the labor administrative department shall order it to make corrections; If any damage is caused to the worker, he shall be liable for compensation.

Can't accumulate, 86-93 years have not implemented social security, 94 years to implement social security, you 86-93 years without a unit is not considered to be seniority, you 93 years of removal will there be a unit, and the removal will be recorded in the file, has been stored in your file.

If you are removed from the unit, the length of service in the past few years will be broken, because the unit will no longer pay social security to you, unless you pay social security yourself, then the length of service can be accumulated in the past few years.

First of all, from 86 to 93, there must have been social security in these years. When you are fired, then there will definitely be no social security for these years.

Depending on the extent to which the employee makes a mistake, the consequences of dismissal are not the same. If the employee makes a general mistake and does not seriously violate the provisions of the law and labor rules and regulations, it may be illegal for the employer to dismiss the employee, in which case the employee can not only get back the remaining salary, but also demand the company to pay compensation for the illegal termination of the labor contract; If the employee's mistake has seriously violated the provisions of the law and the labor rules and regulations, then the employer may legally terminate the labor contract in accordance with Article 39 of the Labor Contract Law. However, according to the principle of distribution according to work in the Labor Contract Law, as long as the employee provides labor, the employer shall pay the corresponding labor remuneration, so even in this case, it should not affect the payment of labor remuneration.

Legal basis: Article 39 of the Labor Contract Law of the People's Republic of China? The employer may terminate the labor contract if the employee 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 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.

The company stipulates that resignation can be left one month after the resignation letter is submitted, in order to allow time to find a replacement person, and the other reason is the handover of work. In order to prevent sudden resignation, the company has made the employee pay a deposit when he or she joins the company, and the deposit will be deducted in case of sudden resignation. May I?

Even if you are a formal contract worker.

1 You are a negligent mistake at work.

Because of your fault, the employer has reason to believe that you are not qualified for the current position. The employer has the right to terminate the employment contract, but it should notify you in writing 30 days in advance.

2 If your fault involves a crime or a crime, you will be held accountable according to law.

In the current situation, you are just a temporary worker, and there is no employment contract or labor contract between the two parties. If you are dismissed, you will not be compensated. The dismissal is also unlikely to affect your future work. Your file is not there, and the unit you are looking for will not know about you in the future.

What you can do at the moment is to walk in style and be thoughtful. Although he walked as a loser, being able to get some final good impressions is undoubtedly a spiritual embodiment of life.

1. On the issue of whether the "dismissed" employees can be handled in accordance with the provisions of the "Reply on the Calculation of the Length of Service of the Dismissed Employees after Rejoining the Work" (Lao Ban Fa No. 1994 376) (hereinafter referred to as the "Reply").

The former Ministry of Labor and Personnel clarified in the "Notice on Printing and Distributing Several Questions and Answers to Several Questions on the Interim Provisions on the Dismissal of Employees with Discipline Violations in State-owned Enterprises" (Lao Ren Resources 1987 No. 31) that "the length of service of employees before dismissal and the length of service after re-employment are calculated together".

2. On the issue of whether employees who "voluntarily resign" can also be dealt with according to the opinions of the "Reply". The General Office of the Ministry of Labor clarified in the Reply on How to Define Voluntary Resignation and Absenteeism Removal (Lao Ban Fa 1994 No. 48) that "disputes arising from voluntary resignation should be handled as removal disputes", so the calculation of the length of service of employees who voluntarily leave their jobs can be handled in accordance with the opinions of the Reply.

3. On the retroactivity of the calculation of the statute of limitations for the continuous length of service of the delisted employee. In our opinion, the time when individual employees pay pension insurance premiums should be used as the starting time for calculating the continuous length of service of employees who have been removed from the list.

At that time, there was no social security policy, and if you were removed, the previous length of service would definitely be invalid, and it could not be regarded as the number of years of social security payment.

You can make up for it, and then enjoy the pension, and if you remove your name, the original length of service can be regarded as the number of years of payment, and if you are dismissed, you cannot.

Your 15 years of service cannot be regarded as the payment period, and now you also need to pay 15 years of fees to have a pension, otherwise it will be a subsistence.

If you are removed, your previous years of service will definitely be invalid, and you can't be regarded as the number of years you have paid for social security. After that, you can make up the payment, and then enjoy the pension. Social security can be made up for the previous years, then you can receive social insurance benefits at that time.

The length of service prior to delisting will not be counted.

According to Article 2 of the former Ministry of the Interior's "Reply to the Issue of Calculating the Working Age of Staff Members Who Have Been Dismissed, Re-education Through Labor, and Criminal Punishment" ((59) Nei Ren Fu Zi No. 740):

In addition to the period of re-education through labor, the length of service before and after the re-education through labor could have been counted consecutively.

According to Article 3 of the Reply of the General Office of the Ministry of Labor on Issues Concerning the Calculation of the Length of Service of Dismissed Employees after Rejoining Work (Lao Ban Fa No. 1994 No. 376) and the Reply to the Request for Instructions on Issues Concerning the Calculation of the Length of Service of Dismissed Employees after Rejoining Work (Lao Ban Fa [1995] No. 104).

The length of service of the dismissed employee could have been calculated as the continuous length of service after re-employment, but the retroactive effect only extends to the time when the individual employee pays the pension insurance premium, and the individual employee in all localities paid the pension insurance premium as early as 1992, but the employee has been removed from the list in 1985 and is not among them.

According to the Interim Regulations on the Collection and Payment of Social Insurance Premiums, a newly established enterprise shall, within 30 days from the date of establishment, register with the social insurance agency with the relevant documents such as a business license or registration certificate. After examination and approval, the social insurance agency will issue a social insurance registration certificate.

The contents of social insurance registration include: the name of the unit, the domicile, the place of business, the type of unit, the legal representative or the person in charge, the bank account number of the account and other matters stipulated by the labor and social security department.

After completing the registration formalities for payment, the paying unit shall pay the social insurance premium on the date designated by the social insurance agency from the 1st to the 15th of each month. The social insurance premiums that should be paid by the individual employees of the unit shall be paid by the unit after deducting the wages of the employees themselves.