1. The compensation standard for dismissal due to the epidemic is calculated according to twice the economic compensation, and the compensation standard for terminating the labor contract is determined according to the different working hours of activists. The economic compensation shall be paid one month's salary for every full year, and it shall be calculated as one year for more than six months and less than one year; Less than six months, pay economic compensation for half a month's salary.
2. This contract shall not be terminated for free. Under any of the following circumstances, the employer may terminate the labor contract at any time:
(1) is proved not to meet the employment conditions during the probation period;
(two) a serious violation of labor discipline or the rules and regulations of the employer;
(three) serious dereliction of duty, corruption, causing great damage to the interests of the employer;
(4) Being investigated for criminal responsibility according to law.
3. Open-ended labor contracts (commonly known as long-term contracts) can maintain the relative stability of labor relations. Under normal circumstances, workers who have worked continuously for more than ten years and signed a second labor contract continuously cannot be dismissed at will.
Encourage enterprises and employees to help each other in the same boat and overcome difficulties together, and guide enterprises and employees to negotiate and adjust their salaries, shorten working hours and stabilize their posts.
Policy assistance is in place. Reduce the burden on enterprises by reducing or postponing the payment of social insurance premiums, returning unemployment insurance benefits, and helping enterprises stabilize their jobs, so that enterprises will not lay off employees or lay off fewer employees.
Guide and urge enterprises that really need layoffs, standardize layoffs according to law, prevent illegal layoffs, and effectively protect the legitimate rights and interests of workers.
Generally speaking, during the epidemic period, if enterprises have difficulties in production and operation due to the epidemic, they can negotiate with employees, stabilize their jobs by adjusting their salaries, rotating their posts, shortening working hours, and try not to lay off employees or reduce them as much as possible. Eligible enterprises can enjoy stable job subsidies according to regulations.
Legal basis "Labor Contract Law"
Article 40 If an employee is dismissed without fault, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:
(1) The employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires;
(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;
(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.
Article 46 stipulates that if the employer terminates the labor relationship in accordance with the provisions of Articles 36, 40 and 4 1, it shall pay economic compensation to the workers. Article 47 stipulates that the economic compensation shall be paid to the laborer for one month's salary every year according to the number of years he has worked in this unit. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers. The monthly wage is the average wage of workers in the twelve months before the termination or dissolution of the labor contract.