用人单位花式劝退 员工如何依法说不

Core Viewpoint - The article highlights the issue of "invisible dismissal" where employers use tactics to force employees to resign, particularly during peak hiring and contract termination periods. It emphasizes the importance of lawful termination of labor relations to maintain social stability and harmony in the workplace [2]. Group 1: Case Summaries - Case 1: An employee, Cao, was wrongfully dismissed while undergoing knee surgery. The court ruled that the company lacked reasonable grounds for termination and ordered compensation of over 350,000 yuan [3][4][5]. - Case 2: Zhang, a live-streaming operator, was dismissed for tardiness. The court found the company's policy of equating tardiness with absenteeism unreasonable and awarded Zhang 8,000 yuan in compensation [7][8][9]. - Case 3: Zhao, an engineer, claimed wrongful termination after the company revoked his access to attendance systems. The court ruled in favor of Zhao, ordering the company to pay over 230,000 yuan for unlawful dismissal [11][12][13]. - Case 4: Wang's work location was changed due to company relocation. The court determined that the change did not constitute a breach of contract, and the company was not required to pay compensation [14][15][16]. Group 2: Legal Insights - Employers must adhere to the principles of good faith and respect for employees when terminating contracts. The law requires that any dismissal must be justified and proportionate to the employee's actions [6][10]. - The court emphasized that disciplinary actions should be commensurate with the severity of the employee's misconduct, and employers should not impose the harshest penalties without prior warnings [10][17].