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What should I do if the compensation promised by the company has not been in place after being laid off by the company?

In the last article, roommate C Jun was dismissed and asked to do four steps at once. In the process of communication for more than a week, there were many breaks, mainly around the communication compensation scheme, and many pits were dug. I want to share it with you. I hope you can avoid these eight traps and get compensation successfully.

C received a dismissal call, and the first round of communication was from their HR, saying that C was not performing well and wanted C to leave. The company didn't give a plan, so after telling C some common sense about dismissal and salary (see the first two articles), C told HR that he could leave. Please give your plan. So in the second round, the direct leader of C called and said that C was not doing well. Last year, he also helped C improve and gave a lot of help. Last year, he also realized that his communication was not particularly good, so his performance gave you a poor performance. The company also understood that it was not easy for everyone during the epidemic, and gave C a one-month buffer period to find a job. At this time, my cousin told C not to agree, and at the same time refuted what she said at that time about performance exchange. It is negative to say that C has no complaints and acquiescence. After all, companies have hard indicators every time, and who will carry the performance C and so on. At the same time, it is pointed out that the performance at that time was that B finally hit C, so it was not called by the leader. Finally, I said that it is no problem to dismiss. What kind of compensation plan do you have?

After the above communication, the third round of HR gave two plans, either take a month's compensation and leave immediately, or give you a month's buffer period. I don't agree with either option C. After all, it's much worse than the compensation you deserve. So the next step is funny communication. Because HR has repeatedly broken his word and constantly threatened me, saying that I made things difficult for his work and made personal attacks on C, such as:

1. I made a fuss about the previous attendance record. As you know, I did a lot of things that didn't meet the company's regulations, and the company didn't pursue them. However, if you really pursue it, you can be laid off.

2. Make a fuss about your misconduct while working in the company. The company's computer and all our browsing operations will be recorded on the server. Go to Taobao to see Weibo and so on during working hours. You can also see that the mobile phone is connected to WIFI, and you often do something unrelated to work during working hours.

3. The reason for the fuss is the tone of the resignation certificate. If you don't agree with the salary plan, you will not follow the normal process in finding a job in the future, and it will also affect the subsequent job search. Isn't the meaning behind it to give you shoes?

Wear small shoes for you at work, so that you won't insist or deliberately let you leave. Even if you don't agree, you won't be able to work in the future, and you will feel uncomfortable. If you violate the company's rules and regulations, the company can not compensate you.

Give you a slightly concession plan, and try to convince you with a warm card. If you agree to a one-month buffer period, you will get another half month's salary. We won a lot for you. From your point of view, it is not easy for you to win. In the meantime, you can still get your salary and find a job. Turn a blind eye to whether you come or not. At that time, Mr. C was very moved, but he didn't know it looked beautiful. In fact, there are many pits. Who knows if some unscrupulous enterprises will not give you a penny in a few days on the grounds that you are absent from work or should be late and leave early! After all, the company didn't want to compensate anything at first.

6. Let you mention the process first. After discussion, everything has not been finalized in writing, so let C leave the resignation process first. Many inexperienced students, if we are C, it is the same. I almost did it. Fortunately, my cousin saw it and stopped it in time. To know that there is no evidence in your mouth, you should first mention the process of your own voluntary resignation. Is there any evidence that you were fired? When did the company issue a written statement saying that it would fire you? You can take a joke seriously!

7. There is no specific amount of compensation. Pay attention to details, even if you agree to let the company write written instructions. Read the contents of the agreement carefully, such as the specific compensation amount, and then reply and agree to finalize it. Instead of simply writing N+ 1 Who knows if it will only give you the most basic salary, maybe only two or three thousand, excluding other performance bonus subsidies.

8. It is not the best choice for you to analyze the advantages and disadvantages of arbitration. If you go to arbitration, the enterprise can refuse to accept the complaint. If the first trial, the second trial and the third trial are delayed for half a year, it will not be worth the loss and the job search will be delayed.

The company scares you because it knows that you may not know the law. Explain that you know very well how the labor law stipulates and what your statement is. At the same time, if you are a financial worker, many domestic companies have tax evasion and can report it. Basically, one. Next. In the whole process, the most hateful thing is what I gave C when I joined the company before. HR lied with his eyes open and said it was gone. You sold it. But c doesn't know when to sell it! This is an amazing operation. Finally, c didn't want to care. After all, this thing is empty, and the domestic definition is not so standardized. After all, we are still one step away from listing. Why can't we get some humble companies?

The negotiations yielded results through compromise. After almost eight or nine rounds of communication, HR and C finally reached an impasse. Because HR insisted on not giving in, we couldn't accept the offer to C, and it was ok in the end. How to go, how to compensate? So either the company dismisses N+ 1, or the company forcibly dismisses C and applies to 2N for arbitration. And basically reached an agreement on this plan. I didn't expect things to turn around again. HR stopped talking, and also stopped talking to C. The company's legal affairs went forward and continued to talk to C. The legal affairs also knew the law, mainly how to make concessions. We won't embarrass you, such as the sound of the back of the resignation certificate. Let the other side not go to arbitration.

As we all know, 2N months is the highest compensation stipulated in the labor law, and it is difficult to get it without reasons for compulsory dismissal. Arbitration requires manpower and energy, and the first trial, the second trial and the third trial all take time. There was no income during the epidemic period, and it was impossible to maintain C's living expenses such as mortgage. Therefore, some concessions have been made in the compensation scheme for dismissing employees without fault and the N+ 1 standard stipulated by law.

It should have been four months, but it only took three months of salary, and almost 60 thousand was paid in half a month. At least it can help C through the hard life during the epidemic and the expenses of mortgage and credit card. To the point: What kind of compensation plan do you want to achieve must be based on your current situation, and the law stipulates that you can get the most. It is also a good choice for my cousin to negotiate an acceptable range and ensure that he gets the money immediately. When it comes to arbitration, there is definitely no way.