I ve been with the company for thirteen years, what would I do if my boss fired me 40

You have to increase your chips, not because he wants to fire you, but because you can't do it. Instead of the seasoning, you're going to make the main course. I'm sure you can get the idea. Actually, if you want to be useful to the boss, then the boss will not fire you, and if you are not only useless, but also pull the car backwards, then it will not be far away.

Is there a contract? If there is no contract, you can directly apply for labor arbitration, and you can claim double salary compensation. There is no insurance, you can also apply for labor arbitration without insurance, and the company will pay the corresponding price if it is illegally terminated, don't be afraid, face it bravely!

First of all, let him give you a reasonable explanation, and secondly, ask the boss to give you a certain amount of compensation, after all, it is an old employee.

If there is no reason to fire without compensation or if the compensation is insufficient, you can apply for labor arbitration, and 13 years should have become a permanent labor contract.

Why fired you? Did you make any serious mistakes? 13 years is already an indefinite contract, if it is illegally terminated, then take up the law to protect yourself. You can't continue to work like this, so let's pay more compensation.

To protect yourself by taking legal measures, it is recommended to look at the relevant provisions of labor laws and regulations in combination with your actual situation.

You have become an indefinite term employment contract, and the boss has no right to fire you if there is no bad mistake.

There should be compensation.

After working in the private sector for 12 years and being fired by the boss, you need to consider the reason why the citizen was fired and consider whether to enjoy compensation.

According to the provisions of the Labor Law, if the employer terminates the labor relationship with the employee in the case of serious violation of labor discipline or the rules and regulations of the employer, serious dereliction of duty, malpractice, or major damage to the interests of the employer, the employer does not need to compensate the employee, and if the employee is terminated by the employer without any reason, the citizen can go to the local labor department for consultation and complaint.

Labor Law of the People's Republic of China

Article 25 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) Serious violation of labor discipline or the rules and regulations of the employer;

3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the interests of the employer;

4) Those who have been pursued for criminal responsibility in accordance with law.

Article 26 Under any of the following circumstances, the employer may terminate the labor contract, but shall notify the employee in writing 30 days in advance:

1) The worker is sick or injured not due to work, and after the expiration of the medical treatment period, he is unable to perform his original job or work arranged by the employer;

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 original labor contract, and the parties cannot reach an agreement on changing the labor contract through consultation.

Article 27 Where an employer is on the verge of bankruptcy and undergoing statutory rectification or serious difficulties in its production and operation and it is truly necessary to lay off 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 the 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.

Article 28 Where an employer terminates a labor contract in accordance with the provisions of Articles 24, 26 and 27 of this Law, it shall give economic compensation in accordance with the relevant provisions of the State.

Article 85 In any of the following circumstances, the labor administrative department shall order an employer to pay labor remuneration, overtime pay or economic compensation within a specified period of time; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1) Failing to pay the labor remuneration of the worker in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

2) Paying wages to workers at a rate lower than the local minimum wage standard;

3) arranging overtime work without paying overtime pay;

4) Dissolving or terminating a labor contract without paying economic compensation to the worker in accordance with these Regulations.

Article 86 Where a labor contract is confirmed to be invalid in accordance with the provisions of Article 26 of this Law and causes damage to the other party, the party at fault 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.

Therefore, in the final analysis, the issue of compensation depends on which side of the party at fault is, and if the company is at fault, compensation will never run.

If it's your fault, then you should try to fight for your best interests.

Payment of severance payments. One month's severance for each year of service shall be paid to those who have been terminated by negotiation. The severance payment for illegal termination is twice the normal compensation rate. There are also those who lose their jobs without their will, and they can receive unemployment insurance.

If you continue to clock in, as long as you work, the company will have to pay social security to your contracted salary. Otherwise, you can file a complaint with the Human Resources and Social Security Bureau where your company is located.

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

Article 85 In any of the following circumstances, the labor administrative department shall order an employer to pay labor remuneration, overtime pay or economic compensation within a specified period of time; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employer fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee at the rate of not less than 50% but not more than 100% of the amount payable

1) Failing to pay the labor remuneration of the worker in full and in a timely manner in accordance with the provisions of the labor contract or the provisions of the state;

The same thing, with wages and social security, you really can't create value for the company, and they have paid a few more months of wages in order to save a few months of economic compensation;

You can take advantage of this opportunity to find your next job.

Please refer to the Employment Contract Law.

I definitely can't resign on my own, I don't know where you are, normal employees have worked for more than ten years, and the company can't dismiss employees.

Article 39 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 employing unit;

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.

If you do not renew the contract, the company will renew the contract with you, and if you do not renew the contract, you will be compensated according to one year's salary and one month's salary, then you will be given 15 months' salary. If you are willing to renew the contract and the company does not renew the contract with you, then according to the double compensation, 30 months, so don't leave the company yourself. As long as you do not violate Article 39 of the Labor Law, the company has no right to fire you.

If the company really fires you, you also have to look at your contract, whether the insurance is complete. These are all to be compensated.

If you want to resign yourself, there will be no compensation, and of course there will be no compensation.

Study your employment contract with your previous company, as a rule, you will work for 10 years, and before the new boss arrives, you should have an indefinite employment contract.

1. The name of the enterprise remains the same, but the legal representative has changed, it depends on how you signed the labor contract at the beginning? Now it's up to you to decide whether to settle the employment contract or renew it? As for compensation, it depends on the specific provisions of the contract and the labor law.

2. Now the position and salary are adjusted, which depends on whether the original contract has an agreement to obey the company's adjustment of work arrangements for your reference.