If the company changes its name and requires the employee to re sign the labor contract, does it hav

There is a right, because this is actually equivalent to terminating your current employment relationship, and then re-establishing the employment relationship, this part needs to sign a supplementary agreement, that is, your working years and years of service should be counted consecutively, and you must ensure that your treatment is the same as before, and you will consider whether to sign a new one.

Generally, when a company changes its name, most of it is related to the change in the company's shareholder equity. In other words, the boss or big boss of the company has changed, and it is permissible to change the name and re-sign the contract, so why don't you want to sign it? It's nothing more than a sudden change from an old employee to a new employee, missing some of the benefits agreed by the original company, and everything else should be the same.

However, if the re-signed contract means that the position and salary have changed and decreased, you simply do not do it, and ask the company to compensate one to three more wages, which is also a requirement allowed by the labor law. Hope it helps.

The visa can be refused, because the labor contract law stipulates that the company's name change does not affect the continued performance of the original labor contract.

If the company changes its name and requires the employee to re-sign the labor contract, you can refuse, but you are not a regular employee of the company, and the company can not pay you hardware.

If it should be resigned, the refusal is equivalent to the termination of the contract.

OK. However, you may be leaving.

Keep the original contract safe.

There is also not much to say about re-signing.

Legal Analysis] The company changes its name and requires employees to re-sign the labor contract, and has the right to refuse to re-sign. According to the relevant laws and regulations, it is not necessary to re-sign the labor contract when the employer changes the company's name, which will not affect the legal effect of the labor contract, and the labor contract is still valid. In principle, the main unit of the former and former entities continue to recognize that the responsibilities and rights of the employees involved are inherited and the length of service is also a loss.

If the name of the company is changed, the legal entity will not change, and there is no need to re-sign the employment contract and pay compensation. After one year and three months of use of the original business license, the company changed its name, but the name was not changed. Individual employees do not need to pay compensation for missing out on signing a new employment contract.

Contracts signed in the name of the original company before the change of company name are still legally valid. If the employer signs a new labor contract with the employee, it is necessary to reach a consensus with the employee.

Legal basis] Labor Contract Law of the People's Republic of China Article 33 The change of the name, legal representative, principal person in charge or investor of the employer shall not affect the performance of the labor contract.

If the company changes its name and requires the employee to re-sign the labor contract, does it have the right to guess if Fengshi refuses to re-sign? When the employee's labor contract has not expired, the company proposes to re-sign the labor contract, which is a unilateral willingness to terminate the original labor contract, and if the employee agrees to re-sign, the Shuangji suspect reaches an agreement to sign a new contract and stipulate that the original labor contract is invalid. If the employee does not agree, he has the right to refuse, and the original labor contract is still valid.

If the company coerces or coerces the employee, it will be invalid even if a new employment contract is signed. It should be emphasized that for employees who want to sign an indefinite contract as soon as possible, they can refuse to re-sign the contract. According to the provisions of the Labor Contract Law, after an enterprise and an employee have signed two consecutive fixed-term contracts, they need to sign an open-ended contract for the third time.

What is the role of an employment contract? 1. Taking the labor contract as the basic form of establishing labor relations is conducive to changing the shortcomings of the labor system in the past, and for workers, it is conducive to protecting their legitimate rights and interests, which is mainly reflected in: (1) It is conducive to workers choosing occupations and having the initiative to choose jobs; (2) It is beneficial for workers to enhance their sense of competition, promote their efforts to learn cultural and scientific knowledge, and improve their quality in an all-round way; (3) The rights of the employee are written into the labor contract, and the legitimate rights and interests of the employee are protected by national laws, which is conducive to the realization of the legitimate rights of the employee.

2. The signing of the labor contract is the legal protection of the legitimate rights and interests of the laborer, and when the labor contract exists, other labor legal relations during the existence of the labor relationship are centered on the labor contract. 3. According to Article 17 of the Labor Contract Law, the labor contract shall have the following provisions: (1) the name, domicile and legal representative or main person in charge of the employer; (2) The worker's name, address, and resident ID card or other valid identification number; (3) The term of the labor contract; (4) The content of the work and the place of work; (5) Working hours, rest and vacation; (6) Labor remuneration; (7) Social insurance; (8) Labor protection, working conditions and protection against occupational hazards; (9) Other matters that shall be included in the labor contract as provided by laws and regulations.

In addition to the necessary clauses stipulated in the preceding paragraph, the employer and the employee may agree on other matters such as probationary period, training, confidentiality, supplementary insurance and welfare benefits.

According to Article 33 of the Labor Contract Law, the change of the name and legal representative of the employer The change of the name, legal representative, principal person in charge or investor of the employer shall not affect the performance of the labor contract. That's what your lawyer has to say. Hope it helps.