Redundancy announcement The company's redundancy announcement (***7)

Redundancy notice

Dear colleagues,

Since September this year, we all know that some problems have happened in our company recently, which has caused certain pressure on the company's economy. Our production has dropped by 50%, which makes it impossible for us to continue to hire a group of excellent employees. The company has always been satisfied with the quality shown by everyone during their employment, and regrets the loss of employees like you.

However, our company is now experiencing serious difficulties in operation. If the loss lasts for several months without corresponding strategic adjustment, it is likely to develop into bankruptcy. Therefore, only by adjusting the strategy as soon as possible and developing products with opportunities can we ensure the survival of enterprises. So we regret to inform you that we will lay off 20% of our employees. Your loyal x x x Co., Ltd. wishes everyone a bright future!

Xx co., ltd

Thursday 20 13 10 June 10

Chapter II: Notice of Layoff

Redundancy notice

(employee number:):

You signed/renewed the labor contract with aa Company on, for the following reasons.

Reason: According to Article (1) of the Measures for the Implementation of the Labor Contract System of aa Company, it is decided to terminate the labor contract as of the date.

65438+

2. platoon work;

2. The employee is sick or injured at work, and still can't work after the prescribed medical treatment expires;

3. Employees are not competent for the job, and they are still not competent for the job after training or adjustment;

4. Significant changes have taken place in the objective circumstances on which the labor contract was concluded, which made the original labor contract unable to be performed and the parties concerned could not reach an agreement on changing the labor contract through consultation;

5. The employee has been unemployed for six consecutive months.

6. The economic compensation is RMB, and the medical subsidy is RMB.

Please go to the labor and personnel department of your unit within one week before the termination of the labor contract. If you fail to do so within the time limit, you will bear your own responsibility.

Hereby inform you

Aa company

date month year

Part III: The Company's Layoff Plan (2)

The redundancy plan of Xxx company

First, the basic principle of layoffs-pay economic compensation and negotiate with employees to terminate the contract.

1. Reasons for layoffs: Due to difficulties in production and operation, it is difficult to keep in touch with the company's operations and a large number of layoffs are needed.

2. Persons to be laid off: except those who are considered excellent after assessment, they can be temporarily retained. 83 people were laid off in the first batch, and 60 people were temporarily retained.

Second, the main process of layoffs:

1. Hold a meeting, and the company leaders announce the decision and reasons for layoffs.

2, announced the list of laid-off workers and compensation scheme.

3. Issue a notice to terminate the labor contract, and require the employees who receive the notice to sign for confirmation. The human resources department is responsible for taking back the receipt. If the employee refuses the notice, the department head will sign the notice with the on-the-job employee, which will be regarded as delivery.

4. The laid-off employees should go through the relevant work handover procedures according to the processing time specified by the company after receiving the notice.

And fill in the employee resignation form;

2. After the handover procedure is completed, submit the employee resignation form to the personnel administration department, and the personnel administration department will calculate the monthly salary and related remuneration on the spot;

3. The personnel administration department is connected with the finance department, and the employees who have completed the work handover procedures and are correct in their work will be paid wages and related remuneration by the finance department within the specified time, and the employees will sign for confirmation.

Three. Economic compensation scheme: n+ 1.

1.n= economic compensation: according to the relevant provisions of the Labor Contract Law, if an enterprise requires to terminate the labor contract with its employees, it shall pay 1 month's salary for each full year of working in this enterprise, or less than 6 months 1 year 1 year; Less than 6 months, pay economic compensation for half a month's salary;

2. 1= advance notice fee.

According to the provisions of the Labor Law, the enterprise requires to terminate the labor relationship. One is to notify the laid-off employee 30 days in advance, and the other is to pay the employee one month's salary without prior notice. The company requires to be laid off.

Go through the formalities immediately and pay one month's salary; If the monthly salary is three times higher than the average social salary in xx last year, the annual maximum is 6600 yuan according to the standard of three times.

Four. Dismissal involves the responsibilities of various departments:

1. The general manager of the company will preside over the layoffs together with the team members, and do a good job in the heart-to-heart and ideological work of the resigned personnel;

2. The personnel administration department is responsible for the following work: after the publication of the social security base this year, if any laid-off employee requests to pay social security, it will be responsible for issuing the notice and recycling the receipt, accounting the employee's salary and economic compensation, and handling the social security payment procedures for the resigned employee; Responsible for checking the company's fixed assets with the finance department;

3. The person in charge of the department of laid-off workers shall assist in the ideological work of the resigned personnel, organize the leaders to go through the formalities and hand over the original work, including the handover of materials, facilities and equipment. Each department shall designate personnel to be responsible for this work to ensure accurate and orderly handover;

4. The finance department is responsible for recording the arrears and negligence compensation of the resigned personnel, checking and counting all assets and accounts within the company, and preparing to pay the wages and compensation (cash) of the resigned personnel.

5. The Information Department is responsible for handing over computer data and other matters to the resigned personnel;

6. The company's security department is responsible for controlling the behavior of resigned personnel, preventing retaliation and personal injury, and controlling the access of personnel after leaving the company;

7.xx is responsible for taking over the recovered company's fixed assets;

Verb (abbreviation of verb) The implementation schedule of the layoff plan:

1.On September 28th, the personnel administration department completed the accounting of wages and compensation for laid-off workers this month, and reported the laid-off plan to the company's top management for discussion and approval by the chairman.

2. On September 29th, make all preparations before layoffs, and the personnel administration department prepares the notice and resignation application form; 2. Inventory the warehouse on September 30th;

On June 65438+1 October1day, the general manager and team members held departmental meetings respectively to explain the reasons for layoffs.

Announce the list of layoffs and compensation plan, and the personnel department is responsible for issuing notices and recovering receipts;

3 laid-off workers to handle the work handover; Fill in the employee resignation form and submit it to the personnel administration department, which will inform the employees of the calculated compensation, the date of collection and the performance process;

4. On February 5th 10, the Finance Department, together with other departments, made an inventory of the company's fixed assets and checked the accounts. On May 5, 10, 15 -20, pay wages and compensation.

Matters needing attention about intransitive verbs

1. security: after completing the resignation formalities, employees must be accompanied by the department head to collect their personal belongings and leave to avoid accidents;

2. The finance department should check in advance whether there is any problem with the downsizing, and the personnel administration department should check the office supplies and take back the work badge;

3. Security guards should strengthen their past posts, and employees should not enter the company after leaving the company to avoid vicious incidents;

4. Because the security force needs to be strengthened during the employee's dismissal, the departure conversation of the security guard should be arranged until the end or suspended;

5. The premise of salary and compensation payment is that the laid-off workers' work handover is clear and the accounts are consistent. If you leave your job without authorization and have problems such as accounts, you should handle the work handover and check the accounts before settling your salary and remuneration.

Seven. Possible follow-up problems of this layoff:

1, social security payment and personal requirements shall be paid according to actual salary;

3. If laid-off workers claim to pay provident fund;

Bonuses issued by relevant departments from February to May;

3. In accordance with Article 41 of the Labor Contract Law, serious difficulties occur in production and operation; If it is necessary to lay off more than 20 employees or less than 20 employees, but accounting for more than 10% of the total number of employees in the enterprise, the employer may lay off employees after explaining the situation to the trade union or all employees 30 days in advance and listening to the opinions of the trade union or employees.

4, social security and provident fund has not yet opened an account, this year's social security base has not been announced, if there are employees to.

In order to pay back the social security, it is necessary to reserve a personal account, and the reserved amount should be120% of the standard of last year; 5. If employees refuse to accept layoffs or make unreasonable demands, they should be informed of the following obligations:

Eight. Obligations of laid-off workers:

1. Obey the company's decision, and do not falsely accuse, threaten, intimidate, contradict, insult, beat or wait for revenge against the company's colleagues and leaders in the name of so-called complaint reporting or other reasons. Violators are dismissed immediately, and those who are dismissed do not pay any economic compensation according to the law; If it causes damage to the body or property of others, it shall be compensated; And handed it over to the public security organs for handling.

2. Obey the company's decision, and do not destroy or damage the company's production and operation facilities, equipment, buildings, vehicles and other company properties in any form to vent personal anger. Offenders are dismissed immediately, and those who are dismissed according to law will not pay any economic compensation, compensate the company for all property losses and hand them over to the public security organs for handling.

3. Obey the company's decision, do not deliberately delay the handover, do not take advantage of his position to occupy the legitimate property of the company or others, and do not refuse to go through the resignation procedures for various reasons.

Article 4: Commitment letter of enterprise not to lay off employees

Commitment letter of enterprise not to lay off employees

Wushan County Labor and Social Security Bureau:

Our company solemnly promises that it will earnestly fulfill the responsibility of stabilizing employment in strict accordance with the regulations, formulate measures to stabilize employment, and not lay off employees (except for the normal termination of the labor contract when the contract expires).

Signature and seal of the legal representative of the enterprise:

Name of enterprise (seal):

date month year

Chapter five: Case analysis of enterprise layoffs.

Case analysis of enterprise layoffs

Baidu illegal program layoffs

I. Introduction to the case:

Previously, Mu Yifei, the former product promotion department of Baidu, was laid off on May 12, 2006. Mu Yifei thinks that Baidu's layoff procedure is inappropriate. At the same time, he has cancelled more than 2,000 options of about one million yuan, and submitted them to the Beijing Municipal Labor Bureau for arbitration, demanding that Baidu cancel its decision to lay off employees and resume its labor relations with Baidu.

Second, the law

The Beijing Municipal Labor Bureau ruled that according to the Beijing Labor Contract Regulations, the Agreement on Early Termination of Labor Contract presented by Baidu to Mu Yifei on May 12 was only a negotiation on compensation for termination of labor contract, and could not be considered as termination. Therefore, the labor relationship between the two parties still exists, because they continue to perform the labor contract. Please ask Mu Yifei to go through the resignation formalities for Baidu Company.

Unsupported request. In addition, Baidu needs to pay Mu Yifei's full salary from May 12 to now, and pay 25% more.

Third, evaluation

There is no problem with Baidu's economic compensation after layoffs, but whether its layoff procedures are thoughtful or not is debatable.

In China, the reasons and procedures of company dissolution are strictly limited by law. China's "Labor Law" adopts strict legalism for the employer to unilaterally terminate the labor contract, that is, the employer must meet the conditions and procedures prescribed by law before it can unilaterally terminate the labor contract without the consent of the employee, instead of paying the replacement money and economic compensation as long as the employer notifies one month in advance. There are three situations in which an employer unilaterally terminates a labor contract: (1) negligent dismissal (2) non-negligent dismissal (3) economic layoffs.

In terms of economic layoffs, according to Article 4 1 of China's Labor Contract Law: "In any of the following circumstances, if it is necessary to lay off more than 20 employees or less, but it accounts for more than 20% of the total number of employees in the enterprise, the employer shall explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or employees, the layoff plan can be declared to the labor administrative department: (1) (two) serious difficulties in production and operation; (three) the enterprise has changed production, major technological innovation or adjustment of business mode, and it still needs to reduce staff after changing the labor contract; (4) Other major changes have taken place in the objective economic situation on which the labor contract was concluded, which makes it impossible to perform the labor contract. Baidu has laid off 20 employees, but Baidu did not explain the situation to the trade union or all employees 30 days in advance, but suddenly laid off employees and did not report the layoff plan to the labor administrative department. Therefore, Baidu's layoffs are illegal in procedure.

China Resources Coatings illegally laid off more than 200 people in 3 days.

First of all, the whole situation of personal leave

On May 6th, 20 13, news of layoffs suddenly came from China Resources Coatings. Some employees who had left the company said that China Resources Coatings had adopted the way of layoffs that were almost driven away. According to the internal staff of China Resources Coatings Company, since May 6th, China Resources Coatings has illegally laid off more than 200 employees, including female employees who are breastfeeding and old employees who have worked for 10 years. On May 6th, 20 13, China Resources Coatings Shunde Company received a notice from Weishibao Group, requesting that China Resources Coatings Company lay off staff due to operational difficulties. "Wei Shibao Group hr only made a verbal notice, and did not give relevant information to explain the difficulty in operation". 20 13 On May 7th, several employees of Shunde headquarters of China Resources Coatings were suddenly dismissed by the hr department and senior executives of Taiwan Province Province without prior notice, and refused to pay compensation according to the labor law. The hr personnel involved have a tough attitude, threatening not to sign an agreement to terminate the labor contract and not to get a penny of compensation. What's more, it threatened that "the local government has reconciled and employees are welcome to sue the company". The layoffs broke out in China Resources Company for a while, and the employees who were forced to terminate their contracts were immediately taken away by the security guards and forced to go to the hospital for medical examination. Employees who refused to sign were surrounded by security guards and forced to leave their jobs, causing conflicts among employees.

On May 8th, Fang Xin, deputy general manager of China Resources Coatings Group and legal director of Weishibao China District, confirmed that China Resources was indeed laying off employees, which was a market behavior and had been notified to Shunde District Government. This move is purely market behavior. On the afternoon of May 8, due to the pressure from the outside media, the dismissal negotiation of the marketing department was suspended. The object of negotiation has become an employee who only eats departments and has short working hours, and the reasons for dismissal have also changed. The human resources department explained to the employees that the reason for dismissal was poor management of the enterprise, and hoped that the employees would understand and sign the contract immediately. At the same time, without the consent of employees, employees who did not sign the resignation agreement unilaterally issued the Notice of Labor Termination Contract in an illegal way. At 8: 30 am on May 9, the computers of the employees who did not sign the agreement and those who were on the layoff list but were negotiating to inform were blocked, and the security guards forcibly drove them away and moved the employees out of the office without permission.

On May 13, Asia-Pacific executives convened an emergency meeting of department heads in Shunde to discuss the illegal layoffs exposed by the media. After the meeting 14, the employee's public explanation will be cancelled by email, and each department manager will explain it to the employee separately. According to the feedback of laid-off employees, on May 13, I received the contents of the Asia-Pacific executive meeting conveyed by the department manager and was laid off.

Personnel are not due to operational difficulties, but to normal personnel adjustment, and layoffs continue, without affecting the company's recruitment.

Second, the key points

In the cold winter in China, layoffs of large enterprises with poor management have occurred from time to time, but the layoffs of China Resources Coatings, which were almost driven away, are serious violations of laws and regulations.

Third, evaluation

It is illegal for Huarun Run Coatings to lay off employees. This practice of China Resources Coatings Company is illegal and violates Article 41 of People's Republic of China (PRC) Labor Contract Law. Article 41 stipulates that if more than 20 employees are laid off or less than 20 employees account for more than 10% of the total number of employees in the enterprise, the employing unit shall explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or employees, it may report to the labor administrative department the downsizing plan. It is stipulated by law that female employees during pregnancy, childbirth and lactation shall not be laid off.

Article 47 of the Labor Contract Law stipulates that the economic compensation shall be paid to the workers according to the standard of one month's salary for each full year. 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. Employees of China Resources Coatings can complain to the Labor Bureau and get corresponding economic compensation according to the provisions of the Labor Law.

Article 88 of the Labor Contract Law stipulates that if an employer forces labor by means of violence, threat or illegal restriction of personal freedom, it shall be given administrative punishment according to law; If the case constitutes a crime, criminal responsibility shall be investigated according to law; If it causes damage to workers, it shall be liable for compensation.

Because the layoffs of China Resources Coatings were "sudden actions", there was no warning before layoffs, and the laid-off employees were almost driven away. This "one party dominates" behavior of enterprises shows that at present, employers and employees are actually in a weak position of "artificial knife, I am a fish". The difficulty of safeguarding employees' rights exposed in this layoff storm is also worthy of our deep thinking. For the government, blindly emphasizing maintaining stability or favoring enterprises can certainly ensure the growth of gdp, but it will undoubtedly damage the government's public trust image in the hearts of the people. For enterprises, the pursuit of profit maximization is its essence and understandable. However, if layoffs are just to avoid development risks and opportunism, although this behavior may be temporary, it will not escape legal arrest in the end. For employees, it is urgent to establish a positive and healthy awareness of rights protection by legal means and correctly exercise rights protection means.

Chapter VI: Application for Layoff

Redundancy application

In order to meet the company's layoff plan and the company's layoff goal, combined with my own reality, I personally think it is the target of layoffs. The reason for this is the following：

First, lose less money.

My monthly salary is about 2300, and I have worked in the company for 6 years. According to the labor law n+ 1, compensate me about 13800 yuan. And the sooner the better, more than next year will increase the length of service for another year.

Second, old age.

Because you are old, you will naturally be slow to respond and have poor acceptance. Your work is sometimes strong and sometimes weak, and you often procrastinate and forget things.

Third, there are few things.

Because the company's computer is very simple to use, the probability of computer failure is very small. Usually install the system and measure the network cable. If there is something wrong with the hardware, replace it or send it for external repair, so there is basically nothing to do, just come to work all day and wait for work.

Fourth, the salary is high.

There are not many computers, and the technical content is extremely simple. It is enough for one person to maintain them. There is really no need for a junior technician to hire an engineer to finish the job.

To sum up, the company should really lay me off!

Article 7: Commitment letter of enterprise not to lay off employees