In the eyes of most people, 35 years old seems to be a threshold, and there has always been a saying in the Internet world that "programmers eat youth".
If you were laid off at the age of 35 and could get 270,000 in compensation, and the company raised your salary and asked you to go back to work, what would you choose?
Recently, a friend said such a thing on the Internet:
A programmer had a monthly salary of 30,000 yuan in the previous company, and worked for 8 years. He was fired by the company at the age of 35 and received 270,000 yuan in compensation.
Surprisingly, HR contacted him recently and asked him if he was still willing to go back to work, saying that the company cannot lack a technical backbone like him. Also go back.
He didn't know how to choose between the short-term high compensation and the long-term benefits of a monthly salary increase of 5,000.
Netizens responded quickly, and some people soon said: Go back and lay off, and I will give you a month's compensation, and the 270,000 yuan is gone; the usual routine is to lay off after joining the job, and pay one month's compensation. There are quite a few people who do this.
Someone reminded: You can go back, but you have to make it clear that the previous account has been cleared. If you get 270,000, you will be cleared for 8 years. Going back, it was simply that they thought he was awesome and started a new employment relationship.
Some people also suggested: You can ask HR first, whether to renew the contract or re-sign the contract when returning to the company. If the contract is re-signed, the length of service in this company will be recalculated.
If the contract is renewed, the result will be different. The previous length of service is not bad, and the salary increase of 5,000 can be ignored, and it can be maintained before it is maintained . Don't go in as a newcomer for 5,000 yuan, and the previous service years don't count, the gain outweighs the loss.
Another person gave an example from his own side: he said that his company had also encountered this situation, and the person who finally came back did not get his money back, and also made an agreement with the company that he would not lay off her if there were layoffs in the future. Half a year after she came back, the company laid off staff again, and it really didn't move her.
In fact, you can tell from everyone's reaction that everyone's opinion is basically: you can go back, but the money cannot be refunded .
Whether it is from a theoretical or a legal level, if a worker is dismissed and has already received compensation, when the labor relationship has ended, the company's HR department will notify him to go back to work, but ask for the compensation to be returned. This request is unreasonable and illegal.
If you no longer want to return to the original company , you can clearly inform the other party that you disagree with the plan, and the compensation will not be refunded.
But if you are still very excited about the 5,000 salary increase and want to return it, you need to negotiate the compensation issue first, and clearly inform that it does not comply with the provisions of the labor law and will never be returned.
If the other party agrees to this condition, then negotiate the issue of going to work in the next step . At this time, the content of the labor contract must be negotiated, especially the responsibilities of the relevant positions, which must be clearly stated and listed in the new labor contract.