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Employees were kicked out of the work group and forced to quit DingTalk punch in, is the company's move illegal? Now working in the company, I can't do without the work group of chat software. A lot of work is more effective through chat groups, but it doesn't work properly if you leave the group.

Therefore, some companies want to toss employees and plan to dismiss them in disguise, so they directly kick employees out of the work group. One is that I can't get job information to continue working, and the other is that I can't bear to quit like this. Employees are overwhelmed by this, and there is nothing good to do!

In fact, such an act of the company may constitute unilateral termination of the employment contract, or even illegal dismissal. How to determine whether the company's behavior of kicking an employee out of the work group is an illegal dismissal? Apply for labor arbitration.

What breakthroughs to watch out for? Here's a case. Finally, let's talk about specific operational forensics and countermeasures.

After reading this case, it is easy to mislead us into thinking that as long as we are kicked out of the work group, we will definitely be fired by the company. This is not the case. The working group is only one of the channels through which the company arranges our work, but it is not the only one.

And the company has the initiative in how work is arranged and access to job information. Companies can use email.

Verbal publicity, text messages, etc. Instead of a chat group. Therefore, if there is only evidence of being kicked out of the work group by the company, it cannot fully prove that the company fired itself at this time, and other evidence should be used to corroborate each other.

Being kicked out of the work group is just one of the channels through which companies can cancel their performance. So we had to find a way to prove that the company cut off all channels. For example, the company forcibly does not allow you to work in the company.

At this time, combined with being kicked out of the work group, it can be concluded that the company fired you; For example, due to objective factors, you can't use other channels to perform your work, but only through chat groups. At this time, the company will kick you out of the group, which can also be seen as the company's dismissal.

All in all, work groups are not an employment contract law.

Prescribed working conditions. When you are kicked out of the work group by the company, it needs to be determined in combination with other evidence and specific circumstances. You must prove that the workgroup is your only work channel, or that the company has cut off other work channels outside of the work group.

Therefore, when dealing with it, do not rush into labor arbitration and be fully prepared.

The company's actions are already illegal, because making such a decision without the permission of the employees violates the labor law and also violates the interests of the employees.

I believe that this practice is illegal, and this kind of behavior has led to the forced resignation of employees, which damages the interests of employees to a certain extent.

This is illegal, and if you want to dismiss an employee, you need to inform the employee in advance and inform the employee of the reason for the dismissal.

Employees were kicked out of the work group and forced to quit DingTalk punch cards, which is illegal for the company.

If an employee is kicked out of the work group and forced to quit DingTalk punch in, is the employer's behavior legal? The work group and the DingTalk group are the two groups that every office worker must have, because the work group is a place for everyone to discuss work, and the DingTalk group is a place for punching in.

First, the employee is kicked out of the work group and forced to quit DingTalk punch and clock, so that the employee cannot complete his or her work, and the employee can apply to the court for arbitration. If the employer is directly signing a labor contract with the worker.

In the case, dismiss the worker without reason and kick the employee out of the work group and the DingTalk group, as for the behavior is illegal, because kicking the employee out of the work group and the DingTalk sign-in group, this will force the employee to be unable to sign in DingTalk, and unable to carry out normal work, if it is said that because of the inability to sign in, and the work cannot be completed, the employee is not responsible.

Take the case of Jiang Yan, for example, who was signing a labor contract with a company.

On the premise that the company has encountered financial difficulties, it is hoped that he can resign on his own and terminate the employment relationship between the two parties.

Later, Jiang Yan applied to the labor arbitration commission for arbitration, and later because he was dissatisfied with the arbitration award, he filed a lawsuit with the people's court to demand that the company pay him economic compensation for illegally terminating the labor relationship, and finally the court ruled that the original company should pay economic compensation to Jiang Yan. It can be seen that the behavior of the employer is illegal for the employee to be kicked out of the work group and forced to quit DingTalk punch card.

Second, employees are kicked out of the work group and forced to quit DingTalk punch cards, which damages the interests of employees, and employees can use the law to protect their legitimate rights and interests. Each of our job seekers will sign a labor contract with the employer when they enter a new job, and it is clearly stipulated in the contract that if the employer dismisses the employee without reason, it will be compensated to a certain extent. If the employer kicks the employee out of the work group without reason and is forced to quit DingTalk punch card, these behaviors clearly reflect the employer's desire to dismiss the employee, and these behaviors also make the employee unable to work normally, then the employee can take up the legal ** to protect their legitimate rights and interests, and bravely say no to illegal behavior.

There are many wonders in the world, and I hope that in the face of unequal events, we can bravely take up the law to protect our legitimate rights and interests.

To sum up, the employer's behavior is illegal when an employee is kicked out of the work group and forced to quit DingTalk punch in.

It is not lawful, because the employer's behavior infringes on the interests of the employee, and it has violated labor laws and regulations by committing such behavior without consulting the employee.

Illegal. In this case, the employer's behavior violated the Labor Contract Law, and the employee could protect his rights and interests through legal means.

Unlawful Conduct. There are all kinds of wonders in the world, and I hope that when we face unequal events, we can bravely take up the law to protect our legitimate rights and interests.

If you encounter such a thing, you should go to the labor bureau to solve it, or you can go directly to the labor bureau to complain, and the other party has no right to do so so that the other party can know their mistakes.

In the event of this kind of thing, you should keep the evidence and go directly to the labor bureau to apply for arbitration, because it is illegal for the company.

In this case, you should protect your rights through legal means, and you can also apply for labor arbitration.

DingTalk is a commonly used office software, sometimes you will have to build a group to discuss some things but accidentally pull the wrong person, so how does the DingTalk administrator kick people out of the group? Let's take a look

1. Open DingTalk on your phone, enter a group chat managed by yourself, and click the three dots in the upper right corner of the chat interface.

2. Under the group members column, click the minus sign.

3. Select the group members you want to delete and click OK in the upper right corner.

4. Click OK in the pop-up options to successfully kick people out of the group.

This article takes Xiaomi 11 Pro as an example for the DingTalk version of the system.

Make the system, open and enter your own entry software. 2. Click the Contacts column on the left. 3. Click [My Group].

4. Select the group you want to leave, click Group Settings alone, and select [Leave Group Chat]. One. DingTalk is a multi-terminal platform for free communication and collaboration created by Alibaba Group for Chinese enterprises, providing PC, web and mobile versions, and supporting file transfer between mobile phones and computers.

DingTalk was born because of Chinese enterprises, helping Chinese enterprises to improve the communication and collaboration efficiency of Chinese enterprises through systematic solutions (micro-applications) and Quanqing. Two sources. Product introductionDingTalk is Alibaba's latest team communication software, leading the new trend of efficient communication, supporting multi-party calls, sending messages in the form of free ** or SMS delivery, supporting single chat and group chat.

The mobile network and the telecommunications network are seamlessly connected to achieve free calls, whether it is a point-to-point or multi-party call, once it is transformed into a voice call, including a multi-party conference, not a mobile data network, but a telecommunications network. Cleverly circumvents the hostile intentions and confrontation of the operator.

There are no rules, and there should be rules and regulations for everything from a country to a small company, so that it can develop better. Take a company as an example, when employees first join the company, there will definitely be an employee handbook, which stipulates working hours, salary and benefits, promotion system, etc. It stands to reason that employees must abide by the company's rules and regulations by default when they enter the company.

The DingTalk punch in the title is implemented in many companies, and it is a powerful tool for employees to record attendance, which can improve the efficiency of the company. I think it's understandable that employees don't want to be fired with DingTalk.

The company has a lot of employees, refuse to specialize a company from small employees to big leaders should abide by the company's rules and regulations, no one is allowed to specialize, if the company has a special treatment behavior, the rules and regulations are furnishings, will also cause public anger among employees, is not conducive to the development of the company. Everyone is clocking in and out of DingTalk, only this one person doesn't use DingTalk, so will the company send a separate person to record his attendance for this person? Then I think it will definitely not, you can properly understand the reason why this employee does not use DingTalk, if it is a person who does not want to use, then it is good to dismiss directly.

For the company, there will always be someone to do if you can't recruit people, and there is no problem in the company when you encounter this kind of person who refuses to use DingTalk to punch in and out of the box, and the company definitely likes people who are efficient and do not cause trouble. Nowadays, there are many people looking for jobs in the society, and people with high education and low education grasp a lot, if you run a company, you will not take special care of such employees, especially when the company is big and there are more people, it is impossible to take care of a special new employee.

The enlightenment of this topic to us is that when you enter a company, you must abide by the rules and regulations of a company, otherwise you can't say anything if you are fired. Opportunities don't come around often, don't waste one of your chances for personal reasons. Your own problems should be solved as soon as possible, this company rejects you because of DingTalk, and other companies may also reject you.

Plausible. Because the use of DingTalk punch in is the company's rules and regulations, and the employee does not do things in accordance with the company's rules and regulations, it has violated the contract.

It is very reasonable, because the employee does not obey the company's rules, and this kind of employee who does not obey the company's discipline is generally not wanted by the company.

It's unreasonable, it's just too unreasonable, this kind of thing is not a critical thing, so there's no need to make it mandatory.

Non-compliant. The development and growth of the company is inseparable from the hard work of the employees, and if the employees are fired because they refuse to punch in and out, I don't think this should be done.

Because Ren Moumou did not punch in and out of attendance, Heke reminded Ren Moumou by email every day that he needed to punch in. Heke issued a notice during the trial operation of attendance punching, which pointed out that "the employees of the sales department strictly follow the company's DingTalk software regulations, clock in on time every day, and can explain the reasons for not punching in in accordance with the provisions of the "Attendance Management System". During the one-week trial operation, Ren Moumou has not had a DingTalk attendance record.

Considering that employees need time to get familiar with and adapt, those who do not clock in according to the regulations during the trial operation will not be treated as absenteeism. From July 27, 2019, the company will implement the attendance and punching regulations, and those who fail to punch in and out according to the regulations will be strictly implemented in accordance with the "Attendance Management System". "From July 29 to August 7, 2019, Ren Moumou still did not punch in DingTalk, and Heke Company reminded Ren Moumou by email every day.

On August 8, 2019, Heke Company issued a notice of termination of the labor contract to Ren.

One. It turned out that there was no DingTalk punch card software, how did the employees work at that time? It's just that when it's time to go to work, the team leader comes to see if the members of his group are there, and then reports to the boss, and that's it.

Now with DingTalk punch-in, it's time to force employees to punch in.

Two. I think the boss needs to make it clear whether the man refused to punch in or never came to work. If the man comes to work on time every day, but doesn't clock in on time, he shouldn't be fired because he also gets to and from work on time!

Three. The company fired the employee because he refused to punch in, which is definitely incorrect, but the employee should not claim compensation from the company again, and the company should not agree to the solution of this compensation if it is 600,000 yuan as soon as he opens his mouth.

Yes, it is in accordance with the regulations, because the employee refuses to perform the company's job duties and does not cooperate with the company's system at all, so he can only be fired.