Yesterday, I wrote the system of writing the company. I happened today to see a few articles on labor disputes. Thank you.
Zhou Bentong and
Computer World Workplace Rights Rights.
I can't help but think of that when I wanted to leave the original company, I have checked a lot of relevant legal provisions, as well as the relevant labor arbitration departments. Prepare for disputes that appear in case. Fortunately, I didn't use any means, and the simple expiration of it. Unfortunately, what I collected at the time is now nowhere to find (there is no online pick and blog, I seem to be in the draft of Outlook). Otherwise, it will be a little helpful for people who need it.
For example, I saw someone asking: "
The first year of salary 1400, you must do it for three years, otherwise the company pays 10,000 rounds, "It seems that you have went to this kind of company to admit that the company is exploiting like this (forgive me for using such a strong word, but this terms seems Many technicians seem to be recognized as "according to the rules", just try to avoid unfavorable rules. It is not careful consideration. Is this runture to make it under equal conditions, whether it is legal? Is it binding on you?
· You and the company's confidentiality agreement, is it able to constrain you that you are not in the same industry within a number of years?
· If you cancel the contract in advance, is it necessary to compensate according to the amount of liquidated damages stipulated?
Like this
The person who should charge compensation has to take responsibility for default. Of course, it is regrettable, but, let me sadly, only the responsibility is "unknown" is "legal blind". This is like a ship wrecked, and the operation management is just a pity and a little reprimand: "Those who are killed, in fact, if you read the ship's instructions, go to the key to open the 15th cabinet in the deck, You can find a life jacket. It is not to happen such a tragedy. "
In fact, there is a provision of any labor relations I can find, such as the latest
These, almost all considers the rights and interests of the employee. But just like we are familiar, many are not implemented.
· Do you know what department should handle if the company arrears?
· What is the contact information of this department?
· What is the processing process of this matter? How long will it cost?
· How long is the effective time limit of this complaint?
In fact, like a similar dispute mentioned above, it can use the principle of inversion of responsibility,
Enterprises should ensure that employees know their power, if companies cannot prove that they have fulfilled their obligations, then deal with the interpretation of employees. For example, if the contract does not add relevant judicial provisions and the specific methods and regulations of arbitration, or other evidence that the employee can know the employee's knowledge, the employee's arbitration application should be accepted, because there is no evidence to prove that he knows himself The rights were infringed. The consequences of the difficulty of dealing with time, should be fully borne by the employer.
Foreign police have to declare the rights of suspects when arresting, otherwise they have access to invalid. Is the power of the worker not worth the same protection?
As long as they are judged, it is definitely more effective than any law-to-law publicity or "strengthening supervision management".
