What should I do if the company forcibly transfers the staff, and the staff still has three years of contract expiration?

Hello! According to the company's strategic deployment and human resources planning, it is reasonable and legal for the company to adjust its employees' positions, unless the employer's rules and regulations or labor contracts stipulate that it is not allowed to adjust positions. If there is such an agreement, the company will constitute a breach of contract and be dealt with according to the contract. In case of dispute, you can apply for labor arbitration. According to your statement of the problem, are you not suitable for the adjusted position? If so, you still have three years of contract. I suggest you make the following choices:

First of all, negotiate with the superior supervisor or the supervisor in charge of human resources and put forward convincing reasons for them to change your position.

Second, learn more where you don't understand, try to adapt to this position, or look forward to the next adjustment.

Third, the laborer has the right to terminate the contract at will, even if you have three years before the expiration of the contract, you can also terminate the contract.

Regarding the legal consequences of the termination of the contract, here is a brief analysis: 1. If the employee proposes to terminate the contract, it shall notify the employer 30 days in advance, and the employer does not need to pay the employee economic compensation. 2. If there is an agreed service period in the labor contract (that is, the employer provides special training fees for the workers, conducts special technical training, and agrees with the workers for a certain service period), if the workers violate the service period agreement, they shall pay liquidated damages to the employer, and the amount of liquidated damages shall not exceed the training fees provided by the employer, and the liquidated damages required by the employer shall not exceed the training fees that should be shared for the unexpired part of the service period. 3. If there is a non-competition clause in the labor contract (meaning that during the labor relationship or within a certain period after the dissolution or termination of the labor contract, the employee shall not be allowed to obtain other employers that are competitive with the production and operation of similar products or businesses of the unit, or to start their own businesses to produce and operate similar products or businesses). ), during the period of non-competition, the employer shall give certain economic compensation to the workers on a monthly basis; Workers who violate the agreement on non-competition shall pay liquidated damages; 4. The confidentiality clause means that when the employee terminates the contract, he should keep the business secrets of the original employer, otherwise he should bear the liability for breach of contract and other compensation. Except for these three cases, the employer may not agree with the laborer on the terms of liquidated damages.

Finally, I hope my answer is helpful to you! I hope you can combine your actual situation, carefully consider, make a good choice and tide over the difficulties as soon as possible! !