1. Don't sign the documents, agreements and forms of the human resources department of the company easily.

if you don't want to give up all the right to sue because of your casual signature, you'd better treat every document or agreement that needs to sign your name calmly. In a case, a female employee came back to work after giving birth and was rejected by the unit, so she was arbitrated. The unit provided an A4 piece of evidence, with the meeting minutes on the front, saying that the employee could sign on the back when he resigned, but the employee's signature was indeed in the back form. The employee said that the form was used for signing in at ordinary meetings, but in the end, the employee lost the case.

Although not all companies will take actions such as using typos and taking out a single document to mislead information, you can avoid similar problems if you pay more attention. If you don't want to be "against your will" to give up your rights, you should pay attention not to sign documents, agreements, forms, etc. from the company's human resources department (or personnel department) easily when you are about to leave your job. If it is unavoidable, you can choose to replace the format text provided by the company with handwritten receipts.

2. Not all economic compensation is paid in the form of "N+1".

quite a few people often ask the company for economic compensation when they are forced to leave their jobs, and at the same time put forward "N+1" or "N+X" schemes (n stands for working years, usually calculated by actual working years, and one month's salary is paid for every full year, and one year is counted for more than six months but less than one year; If it is less than six months, it will pay the laborer half a month's salary), but in fact, according to the provisions of relevant national laws, the company can complete this work by paying the laborer the corresponding "n" months' economic compensation. If you want to ask for higher economic compensation, please don't operate from a legal point of view.

3. Not all employees should be notified one month in advance of the dissolution of labor relations.

China's "Labor Contract Law" only refers to the time limit required for the laborer to terminate the labor contract in advance, and the employer can't engage in the original work or other work arranged by the employer after the prescribed medical treatment period expires in three situations (the employee is sick or injured non-work-related); Workers are not competent for their jobs, and they are still not competent for their jobs after being trained or adjusted; The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract. After consultation between the employer and the employee, no agreement can be reached on changing the contents of the labor contract), the time limit for terminating the contract is stipulated, but there is no legal requirement on whether the employer needs to notify in advance to terminate the labor contract under other circumstances.

4. If you are dissatisfied with the company's post adjustment and salary adjustment, you should raise an objection immediately.

when the company adjusts the post and salary for other reasons after signing the labor contract with you, it shall be regarded as a contract change according to law, and the change of the contract can only be implemented after the two parties have re-negotiated and reached an agreement. But in fact, quite a few employees will choose to work first and then raise objections or raise objections while working for various reasons, which will eventually lead to their inability to defend their rights smoothly.

according to the law, the change of labor contract should be in written form. The written form requirements here include payroll, post change notice, etc. Therefore, as long as it can be proved by written records or other forms, it can be regarded as a "written change". Remember, from the time you start to engage in the post-adjustment work or accept the adjusted salary, it is deemed that you acquiesce in the company's "change" behavior. Therefore, if you are unwilling to accept the company's post-adjustment and salary adjustment behavior, please say no decisively.

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