You can apply for labor arbitration. Article 19 Under any of the following circumstances, the employer may, in accordance with the conditions and procedures stipulated in the Labor Contract Law, terminate a fixed-term labor contract, an unfixed-term labor contract, or a labor contract that is limited to the completion of certain work tasks with the employee: (1) The employer and the employee reach an agreement through consultation; (2) The employee is proven not to meet the employment conditions during the probation period; (3) The employee seriously violates the rules and regulations of the employer; (4) The employee seriously neglects his duty, Fraud for personal gain, causing significant damage to the employer; (5) The employee establishes labor relations with other employers at the same time, seriously affecting the completion of the employer's work tasks, or refuses to make corrections after the employer proposes; (6) The employee Using fraud, coercion or taking advantage of others' danger, they fail to perform the labor contract or the labor contract that stipulates that the labor contract shall be completed for a certain period of time. (f) The employer concludes or changes the labor contract against its true intention by means of fraud, coercion or taking advantage of others' danger; (g) The employee is held criminally responsible in accordance with the law; (h) The employee is ill or suffers from an uncaused illness. The employee is injured at work and cannot engage in the original job after the prescribed medical period expires, nor can he engage in work separately arranged by the employer; (i) The employee is injured due to illness or non-work-related injuries and cannot engage in the original job after the prescribed medical period expires. work, and cannot engage in work separately arranged by the employer; (j) The objective circumstances on which the labor contract was concluded have changed significantly, making it impossible to perform the labor contract, and the employer has failed to negotiate with the employee to change the labor contract. An agreement is reached on the contents; (11) The employer reorganizes in accordance with the provisions of the Enterprise Bankruptcy Law; (12) Serious difficulties occur in production and operation; (13) The enterprise changes production, undergoes technological transformation, or undergoes major adjustments in its business methods , the labor contract is modified after modification. (13) The enterprise still needs to lay off employees after changing production, making major technological innovations or adjusting its business methods, or changing the labor contract; (14) Other major changes in the objective economic conditions on which the labor contract was concluded render the labor contract invalid. performed.
Lawyer Li Meisheng of Zongheng Lawyers Network