If a worker applies for labor arbitration after being dismissed, the materials to be provided include an application, proof of labor relations, proof of identity of the parties, etc.
People's Republic of China (PRC) labor dispute mediation and arbitration law
Article 28 When applying for arbitration, the applicant shall submit an application for arbitration, and submit copies according to the number of respondents.
The application for arbitration shall contain the following items:
(a) the name, sex, age, occupation, work unit and domicile of the laborer, the name and domicile of the employer, and the name and position of the legal representative or principal responsible person;
(2) The arbitration claim and the facts and reasons on which it is based;
(3) Evidence and its sources, names and residences of witnesses.
If it is really difficult to write an arbitration application, you can apply orally, which will be recorded by the labor dispute arbitration Committee and informed to the other party.
2. What are the procedures for economic layoffs?
1. If an enterprise wants to lay off employees, it needs to explain the current situation of the company to employees three days in advance, and prepare all relevant information about the company's operational difficulties for employees to see.
If layoffs are not due to employees' mistakes at work and employees' own problems, employees will be well laid off at work, which will cause a burden on life to a certain extent. Therefore, you can listen to their opinions before deciding to lay off employees.
2. Put forward the plan of downsizing.
The contents include: the name of laid-off workers, when they are laid off, the time and specific implementation steps, compliance with the relevant provisions of the law and economic compensation for laid-off workers; Enterprises can't just lay off the following personnel:
(1) Party B suffers from occupational diseases or is identified as incapacitated or partially incapacitated due to work-related injuries;
(2) Pregnant female employees, pregnant female employees and lactating female employees;
(3) Other circumstances stipulated by law.