Dissolution of the unit of social security how to do

The dissolution of the unit will involve the unit employees' wages and social security and other issues, then the dissolution of the unit social security how to do? In order to help you better understand the relevant legal knowledge, the following by me for you to specifically answer this question, and take you to understand other related legal knowledge, I hope to help you learn and practical application. First, unit dissolution of the social security how to do need to first confirm the employee's social security status, whether it belongs to the state of arrears, or the state of suspension of payment. The company in the closure of the liquidation before the need to the local social security bureau in accordance with the provisions of the suspension of payment procedures, the social security of the employees are in a state of suspension of payment, in order to later for the transfer. If the company did not apply for the suspension of payment procedures before the closure of the company, then this situation is more difficult, it is in arrears of payment status, you need to pay by the name of the unit, in order to apply for the transfer of the next or the next payment. Encountered this situation, can only go to the local social security bureau of the special handling process, for transfer procedures.

Second, What conditions should be met for the dissolution of the company The company has one of the following circumstances, it can be dissolved:

(a) the expiration of the business period specified in the articles of association or the articles of association of the company provided for the emergence of other reasons for the dissolution;

(b) the shareholders' meeting resolved to be dissolved;

(c) due to the merger or separation of the company needs to be dissolved.

The company violated the laws and administrative regulations were ordered to close by law, should be dissolved, the competent authorities to organize the shareholders, the relevant authorities and relevant professionals set up, liquidation.

Third, compensation standards for employees of the company dissolution (a) general labor compensation

According to the provisions of existing laws and regulations, the company should be dissolved one month in advance written notice to the employees, the termination of the labor contract. Without advance notice, the unit should pay an additional month's salary.

In addition, the unit unilaterally terminate the contract, you need to pay the workers economic compensation. Because the enterprise was revoked business license, ordered to close, revocation or early dissolution of the employer to determine the termination of labor relations, economic compensation from January 1, 2008 onwards to compensate for 1 month's salary per year, less than half a year according to make up half a month. If a worker's monthly wage is higher than three times the average monthly wage of employees in the region for the previous year as announced by the people's government of the municipality directly under the central government or the municipal government with districts in the region where the employer is located, the standard of economic compensation to be paid to him/her shall be paid at the rate of three times the average monthly wage of the employees, and the maximum number of years for which economic compensation is to be paid to him/her shall be up to twelve years. (Monthly wage: refers to the average wage of the worker in the twelve months before the labor contract is canceled or terminated.)

(ii) Compensation for pregnant employees

1. If the local policy has special protection provisions for women during the "three periods", it shall be implemented in accordance with the provisions.

2. If there is no regulation, the economic compensation will be paid according to Article 44, Article 46 and Article 47 of the Labor Contract Law. The economic compensation shall be paid to the laborer according to the standard of one month's salary for each full year of the laborer's service in the organization. If the period of employment is more than six months but less than one year, the compensation is calculated on the basis of one year; if it is less than six months, the economic compensation is paid to the worker at half a month's wage. If the worker's monthly wage is more than three times the average monthly wage of the workers in the region for the previous year as announced by the people's government of the municipality directly under the central government or the municipality with a district, the standard of economic compensation paid to the worker shall be the amount of three times the average monthly wage of the workers, and the maximum number of years for which economic compensation shall be paid to the worker shall be no more than twelve years. (Monthly wage: refers to the average wage of the worker in the twelve months before the labor contract is canceled or terminated.)

3, no provisions and pregnant employees do not agree to pay economic compensation in accordance with Articles 44, 46 and 47 of the Labor Contract Law, the company should negotiate with the pregnant employee to solve the problem, and pay the upper limit of the economic compensation + cost of living + maternity leave wages + maternity expenses, etc. (cost of living and maternity expenses, etc., the local general will also have standards).