1. Unwilling to go to a new workplace depends on how your original labor contract stipulated the workplace. If there is no clear stipulation, or the agreement is in the original place, you can refuse the request of the unit.
If you are willing to change jobs to a new workplace, there will be no termination of the labor contract and no compensation.
There is no need to terminate the labor contract when moving. There is no legal requirement that it must be 1 month in advance, so the claim cannot be made. If you want to terminate the labor contract, it involves advance notice, so you should treat it differently.
4. It is neither a basic salary nor a real salary, but a salary that should be paid, including bonus and overtime pay.
5. Compensation and compensation are not the same legal concept. If the company wants to move, generally speaking, the objective situation has changed greatly when signing the labor contract. This is the situation that the employer should terminate the labor contract, that is, the situation mentioned in Article 3 above requires advance notice or extra payment in lieu of notice. At this time, the employer must issue a written notice of termination according to law, and then pay you economic compensation. Note that this is not compensation.
Finally, I suggest that we should not be too rigid in dealing with problems, such as what if the unit does not issue a written notice of dissolution? Therefore, it is recommended to prescribe the right medicine after consulting a professional lawyer who is proficient in labor law in detail. If one-track mind only knows what to do in other units, it is dangerous, and sometimes it is necessary to learn to take the initiative. Good luck!