If you sign a contract to work in the factory, can you change the type of work of the workers in the

Look at whether the content of the contract stipulates the type of work to be employed, if it is stipulated, it cannot be changed casually, and the replacement must be replaced with the consent of the person. If it is only an employment contract and does not stipulate the type of work, then the change of type of work is an internal adjustment of the unit, and if you do not agree, there is no way to continue the contract work, and the factory is not in violation.

1. The employer and the employee agree on a job transfer

Article 35 of the Labor Contract Law stipulates that the employer and the employee may change the content of the employment contract if they reach an agreement 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.

This also means that in the absence of special provisions in the labor contract, the adjustment of the position, as an important part of the contract change, must meet two basic prerequisites: 1. The two parties reach a consensus through consultation; 2. Take written form. Both are indispensable, and if the employer unilaterally transfers the employee without consensus, the employee has the right to refuse.

The labor contract shall continue to be performed in accordance with the original agreement.

Second, under the premise that the employee is not qualified for the existing position, the company has a unilateral transfer

According to Article 40 of the Labor Contract Law, the employee is incompetent for the job and is still incompetent after training or job adjustment; The employer may terminate the labor contract after giving 30 days' written notice to the employee or paying the employee an additional month's salary.

1. The employer shall have sufficient evidence to prove that the employee is not qualified for the existing position, that is, the employee is indeed unable to complete the tasks agreed in the labor contract or the workload of personnel in the same type of job according to the requirements of the employer, which needs to be supported by documents such as "job description" and "target responsibility letter" in practice; 2. The adjusted position should be compatible with the labor ability and skills of the laborer, and maintain a certain degree of reasonableness.

The change of the labor contract must be agreed upon by both parties through consultation, otherwise it will be deemed that the change is not agreed.

If the employer takes strong measures, it can call the police.

You can not go, terminate the labor relationship, compensate you for your seniority salary, and make up one month's salary for each year of work.

1.The factory shall deal with it in accordance with the employment contract. 2.Breach of the employment contract should be compensated. 3.The two sides reached an agreement through friendly consultations.

According to the provisions of the labor contract signed by both parties, since the contract has not expired, the factory has breached the contract first, and if the worker is unwilling to go to another factory, the worker shall be compensated for his seniority according to the wage standard of two months per year, and then the contract shall be terminated. If the factory does not follow the contract, it can seek help from the local social security bureau.

If I'm going to have this problem, if that's the case. Since the factory implemented the contract change, the result did not expire, but the workers were forced to work in another factory, but the workers were unwilling to work. In my opinion, there is still a factory to be responsible, and it is necessary to understand the family and personal situation, if there is any reason, it is inseparable from the heavy burden of the family.

Then the worker can apply for the original unit leader, where the original unit leader can consider the living situation of the family and give living expenses.

You have two questions, the first one is the expiration of the contract.

Is it possible to propose a job change?

Absolutely.

If in the contract.

If the duration of work is specified in the nature of the work, then the contract must prevail.

After the expiration of the contract.

The worker can file a complaint with the enterprise.

Change jobs. The requirements for re-entering into a contract, but the same.

The other party also has the right to refuse.

The second is the human resources department of the factory.

If you refuse to change jobs, then you can't.

After not signing a contract.

Receiving unemployment insurance benefits?

First of all, you must have paid unemployment insurance for a certain number of years.

in order to receive unemployment insurance benefits.

The second is that you must be unemployed to receive it.

That is, if you.

It was a voluntary resignation.

It is not possible to receive it, if the other party dismisses you.

Or the expiration of the contract.

If the other party does not renew the contract, you can receive unemployment insurance benefits.

Yes, even if the contract period does not expire.

It is also possible to propose a job change.

When the contract expires, you can negotiate a new type of work, and if you don't disturb it, you should be able to receive unemployment benefits, but there is no compensation. These two are not the same.

You cannot apply for unemployment insurance because the company does not terminate the employment contract on its own initiative.

A: After the expiration of the contract, it should be possible to propose a job change.

That's a good question.