Legal analysis: 1. In principle, all employees are accepted, the original salary and welfare benefits remain unchanged, and the transition period is generally controlled within two months (or longer) to ensure the smooth acquisition. 2. After the transition period, all the remaining employees compete for posts and re-sign written labor contracts. June 65438+10/October 65438, 2008. If a written labor contract is not signed between the implementation of this Law and the acquisition base date, the target company needs to sign a written labor contract to avoid the problems in Double Indemnity. 4. In principle, the acquirer will not fire any employees voluntarily to avoid possible economic compensation. 5. Special employees, such as "Phase III" female employees, employees injured or killed at work, shall be treated in a special way to ensure the stability of the enterprise and the smooth acquisition.
Legal basis: Article 34 of People's Republic of China (PRC) Labor Contract Law. Where the employing unit is merged or divided, the original labor contract shall remain valid, and the employing unit that inherits its rights and obligations shall continue to perform it. For this reason, there is no compensation for workers who do not go to work, let alone no compensation.