State-owned enterprises mix old workers and retreat to the second line. The restructuring of state-owned enterprises is generally mixed reform, and enterprises pay more attention to per capita production efficiency and per capita benefit after mixed reform. Employees over the age of 50, if in ordinary posts, both energy and physical strength, have dropped significantly, which is incomparable to young people, so in general, they will retreat to the second line or find another job. After the mixed reform of state-owned enterprises, the impact on employees is actually not too great. Perhaps for front-line employees, the benefits will still be improved. After the emergence of mixed reform enterprises, when employees need to be resettled, there are usually the following schemes. First, most employees sign labor contracts with new enterprises. Second, employees voluntarily choose not to join the state-owned shareholders of mixed reform enterprises and arrange other appropriate positions. Third, according to local policies, employees who have retired less than five years choose internal retirement and other forms. Fourth, employees can choose to terminate the labor contract. Fifth, through the new company to compete for employees without jobs, take special work, waiting for job training and other ways. Generally speaking, enterprises need to expand possible employee placement channels and establish systems according to the actual situation of their own enterprises to avoid supplementary worries of employees in state-owned enterprises. In the restructuring and reorganization of state-owned enterprises, all matters involving the vital interests of the broad masses of workers, such as the placement of workers and the diversion of surplus personnel, must be discussed and approved by the workers' congress. The premise of the restructuring of state-owned enterprises is to protect the legitimate rights and interests of employees.
If the original employer has paid economic compensation to the employee, the new employer will not calculate the employee's working years in the original employer when dissolving or terminating the labor contract according to law. In the process of restructuring, labor relations will change, and the specific treatment generally includes the change, dissolution and termination of labor contracts. The following is Bian Xiao's information about the changes in the labor relations of employees in the original company after the restructuring of state-owned enterprises.
Legal basis: It shall be handled in accordance with Article 26 (3) of the Labor Law. "。 However, if an enterprise changes a labor contract, it should first consult with the employees. If consultation fails, the enterprise may terminate the labor contract according to law. In addition, according to the relevant provisions of the Labor Law, enterprises and employees must notify the workers themselves in writing 30 days in advance and pay economic compensation to them.