It is illegal to buy and sell eavesdropping equipment. Zheng Zhining, director of Fujian Golden Bay Law Firm, said that it is illegal to buy and sell eavesdropping equipment and software, because buying and selling these equipment may endanger personal privacy and related important secrets. It is also illegal to use these devices and software illegally. If the developer develops mobile phone eavesdropping software out of personal interests and hobbies, and does not use it for commercial purposes, it may not be suspected of breaking the law by deliberately uploading it to the network for netizens to buy and download. If not, it may infringe on network security and damage public privacy, which is different in nature and may be suspected of breaking the law. As for eavesdropping equipment and software, it may bring losses to some people. Who will bear these losses depends on the specific situation.
The labor relationship between a company and its employees is a civil contract relationship. Although this kind of civil contract relationship has certain particularity, it still needs to follow the general principles of civil contracts. In this sense, it is a breach of contract for the company to unilaterally terminate the labor contract, as long as it bears the corresponding liability for breach of contract.
It should be pointed out that the liability for breach of contract here has different compensation methods and amounts according to different situations. At the same time, based on the particularity of the labor contract relationship, the act of dissolving the labor contract must be bound by the labor law. There are several situations in which the labor contract cannot be terminated, including that the workers exposed to occupational hazards did not undergo occupational health examination before leaving their posts, or the patients suspected of occupational diseases were during diagnosis or medical observation. Party B suffers from occupational disease or work-related injury in this unit and is confirmed to have lost or partially lost the ability to work. Illness or non-work-related injury, within the prescribed medical treatment period. Female workers during pregnancy, childbirth and lactation. Having worked continuously in this unit for fifteen years and less than five years away from the statutory retirement age. Other circumstances stipulated by laws and administrative regulations. If the subject meets these six conditions, he can defend his rights through labor arbitration and litigation.
Even if it is not these six situations, the enterprise must fulfill the following obligations when unilaterally terminating the labor contract: inform in advance; Explain the reasons; Pay compensation.