The company moved to a new address, and the company wanted us to leave by ourselves, how to protect

According to the provisions of the Labor Law and the Labor Contract Law, if the labor contract is terminated without the person's will, the employee shall be given two months of economic compensation for each full year of service. In this case, as long as you do not propose to terminate the labor contract by yourself, you should have economic compensation, you can communicate with the employer, and if the communication fails, you can go to the local labor arbitration department to complain.

Sixty kilometers away has not exceeded the place of work, this is one city to another, but if the company has not violated the labor law you can't do it, sixty kilometers away from where you originally lived, you can only live near that side, or the company provides accommodation, if it is not suitable to leave, the company is not wrong premise, there is really no way, can only say that such a company is too impersonal, should go or go, otherwise the family is so far away, near not close, if it is more suburban, commuting company to solve the traffic problem.

As long as the company does not fire you, then he has not violated the labor law, there is really no way to encounter this matter, now there are only two ways, one to continue to work and one to leave voluntarily, of course, the so-called many people are powerful, everyone unite together to negotiate with the boss, and see if you can pay a little is a little bit.

Since the company has not violated the labor contract (the place of work has not changed), it can only continue to negotiate with the company and try to reach a consensus through mutual concessions.

If your contract has not expired, you can go to the labor office

After the company moved, the employee's work address was changed, which was attributed to the company's unilateral change of the specific content of the labor contract. If the company relocates its address, causing inconvenience to the employee's life and work, the employee can negotiate with the company to solve the problem. If the negotiation cannot be resolved, the employee can refuse to go to work at the new work address.

If the company terminates the labor relationship, it shall pay economic compensation. According to the relevant provisions of the Labor Contract Law, if an enterprise moves to a far place, it will change the specific content of the labor contract.

To change the specific content of the labor contract, the enterprise shall notify the employee in writing 30 days in advance. The company only notified the employees two days in advance. The practices of enterprises are inappropriate and illegal.

In accordance with the relevant provisions of the Labor Contract Law, if an enterprise changes its address, it shall negotiate with its employees, and upon consultation between the employer and the employee, the enterprise shall terminate the labor relationship with the employee in accordance with the regulations after giving the employee severance and additional payment of one month's salary in accordance with the regulations; Employees should not be allowed to leave themselves.

Let employees leave themselves, in other words, the company does not have economic compensation for employees. If an enterprise does this, it should be an irresponsible violation of discipline by employees. The adjustment of the work address by the enterprise is unacceptable to the employees, which is an objective factor and not a subjective factor for the employee.

If the employees are not demolished, they will not be able to perform their duties, which is also caused by the unilateral nature of the enterprise, not the obligation of the employees. The legal and compliant practice is that if an enterprise unilaterally terminates the labor relationship, it shall negotiate with the employees amicably, pay compensation according to the compensation amount of the agreement, and terminate the labor relationship by agreement between the two parties to safeguard the legitimate rights of the employees.

If the labor contract signed by the enterprise with you is committed to a specific work address, then the enterprise now changes the place of work, the standard of the labor contract has changed, and the working conditions promised at the time of signing the labor contract cannot be given, generally speaking, it must be resolved according to the negotiation, if the negotiation fails, then the company must let you carry out compensation in accordance with the requirements of economic compensation before the labor relationship can be terminated.

It is illegal, which is a disguised dismissal of the employee, and the employee has the right to apply for labor arbitration.

Legitimate. Because the company's move to a far away place will affect the employee's other interests, resulting in an increase in the employee's labor cost, the employee can file for resignation on his own, which is legal.

Of course it's illegal. In addition, it is not possible to dismiss an employee for unfair reasons. In addition, the company does not comply with labor laws in doing so, so employees must protect their rights and interests.

Due to the demolition of the company and the change of the employee's place of work, which is also a major change in the main content of the labor contract, the company should negotiate with the employee, and if the negotiation cannot reach an agreement, the company can eliminate the previously created labor contract association. If the employee does not accept the change of workplace after the company's demolition, and the employment contract is terminated, does the company have to pay economic compensation? In view of this situation, due to the unilateral reasons of the company, the labor contract cannot be executed again, and it is not caused by the employee's intention or employee-level factors, the company should pay economic compensation to the resigned employee according to the regulations.

After the company was demolished, the employee's place of work was changed, which was a unilateral modification of the specific content of the labor contract by the company. If the company relocates and causes inconvenience to the employee's daily life and work, the employee can negotiate with the company to deal with it. If the negotiation cannot be resolved, the employee may refuse to go to the new place of work.

If the company terminates the labor relationship, it shall pay economic compensation. If it is a reliable company, there is no doubt that there is a compensation, such as China Resources Wufeng, the key is the characteristics of the company, the general private enterprises have nothing, and they will not be dismissed, so you will leave automatically, so you will not bear all the obligations, the company never dismisses employees, all by itself, I have worked in a company for 8 years, because it is not suitable for me to leave, the company will not pay attention to you at all.

You choose by yourself, you feel unsuitable, you choose to leave, the company does not bear all obligations, if there is no social pension insurance, you don't have to think about anything, now many private enterprises do not have commercial insurance at all, our village has worked in Beijing for more than 20 years, and now it is older, home, nothing, in many cases is not what we expected, do not buy insurance against the regulations, the important thing is that you dare to do that? Isn't it more inconvenient to not need you immediately and you can't find a job? There is no doubt that it is reasonable and legal, you choose by yourself, the company has not fired you, you are far away and you have not come, it is confirmed that you are not suitable for the company, you have another allocation, what obligations do the company pay, the company did not say to dismiss you, if the company lays off people, it must be paid, there is another standard, it must be the company to pay the pension, so you can be regarded as a company person, everyone said right?

You don't have to discuss anything, is this the only way to soothe your love? First of all, you should fully consider your own problems, are you right? The company will never dismiss you, if it is because of me, this is also your own business, the company did not say that you are not allowed to come, only you I think it is long, so leave, this belongs to your behavior, the company does not bear all obligations.

Now is self-help employment, you have the right to leave, the company can also dismiss you, but no one can leave without a reason, the company can not be inexplicably dismissed, everyone is protected by the national law, if they are far away, this belongs to their own reasons, how do you think.

Illegal. Employees who do not go are not considered to have left their jobs, but are regarded as unilateral termination of the labor contract by the company, and the company must give certain economic compensation.

This is not legal because the company must have the employee's consent to dismiss the employee.

This situation is very unreasonable, if no mistakes have been made, the company can not let the employee leave at will, if the employee wants to leave, it is also necessary to pay the employee a certain amount of compensation.

If the employee resigns, the company management requires the employee to resign, and the employer and the employee agree to terminate the labor relationship, the employer needs to pay severance if the employee takes the initiative to resign, and if the employee takes the initiative to resign, the employer does not need to pay the severance to the employee, and if the legitimate rights and interests of the employee are infringed, the employer has the right to request the relevant departments to deal with it according to law, or apply for arbitration or file a lawsuit in accordance with the law. Stuffy.

Labor Contract Law

Article 77 Where the lawful rights and interests of a worker are infringed upon, he or she has the right to request the relevant department to handle it in accordance with law, or to apply for arbitration or file a lawsuit in accordance with law.

Article 78 Trade unions shall safeguard the lawful rights and interests of laborers in accordance with law, and shall supervise the performance of labor contracts and collective contracts by employers. If an employer violates labor laws, regulations, labor contracts, or collective contracts, the trade union has the right to submit opinions or request corrections; Where a worker applies for arbitration or initiates a lawsuit, the trade union shall provide support and assistance in accordance with law.

Article 33 The change of the employer's name, legal representative, principal responsible person or investor shall not affect the performance of the labor contract.

Article 34 In the event of a merger or division of an employer, the original labor contract shall continue to be valid, and the labor contract shall continue to be performed by the employer that inherits its rights and obligations.

Article 35 The employer and the worker may change the content of the labor contract if they reach a consensus through consultation. Modification of the labor contract shall be in written form.

The amended labor contract shall be held by the employer and the employee.

Article 36 The employer and the worker may terminate the labor contract if they reach a consensus through consultation.

If the regular company signs the contract, there is a severance compensation.

He thinks that your value is low, and he can invite someone else to replace you, and the technical content of the person is not high, and he has no confidence in negotiating with others.