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Q我公司刚刚进行了一场面试,公司对应聘者李某感觉良好,于是与他订立了劳动合同,约定一个月后入职。此后不久,公司进行战略调整,不得已要与李某解除劳动合同。请问,该如何稳妥处理?A在这种情况下,贵公司不需要向该员工支付经济补偿金。《劳动合同法》第十条规定:“建立劳动关系,应当订立书面劳动合同。已建立劳动关系,未同时订立书面劳动合同的,应当自用工之日起一个月内订立书面劳动合同。用人单位与劳动者在用工前订立劳动
Q My company just conducted an interview, the company feel good Lee candidates, so he entered into a labor contract, agreed to join a month later. Shortly thereafter, the company to make strategic adjustments, the last resort and Lee to terminate the labor contract. Excuse me, how to deal with it safely? A In this case, your company does not need to pay the employee financial compensation. Article 10 of the ”Labor Contract Law“ stipulates: ”In establishing a labor relationship, a written labor contract shall be concluded. Where a labor relationship has been established and a written labor contract has not been concluded at the same time, a written labor contract shall be concluded within one month from the date of employment. Units and workers make labor prior to employment