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alt="公司辭退員工補償?shù)臉藴试敿毎?/></p><p>　　公司辭退員工補償標準詳細版</p><p>　　<strong>一、公司解除合同補償</strong></p><p>　　有無補償金和多少補償金與自辭、被辭沒有直接關(guān)系，關(guān)鍵問題要看原因。</p><p>　　1、自辭的，如果用人單位有以下“勞動者解除勞動合同，用人單位應當支付經(jīng)濟補償金的11種情形”，就需要支付經(jīng)濟補償金，否則就不需要支付。</p><p>　　2、被辭的，如果用人單位有以下“用人單位解除或終止勞動合同，應當向勞動者支付經(jīng)濟補償金的12情形”就需要支付經(jīng)濟補償金，否則就不需要支付。被辭的，用人單位按照勞動合同法第三十九條規(guī)定解除勞動合同的不需要支付補償金，</p><p>　　按照勞動合同法第四十條規(guī)定解除勞動合同的，提前30天通知就不需要支付補償金，沒有提前通知的支付一個月工資的補償金作為代通金。被辭的，如果用人單位違反勞動合同法規(guī)定，</p><p>　　在勞動者沒有過失的情況下無理由單方面解除勞動合同的，應當賠償2倍的經(jīng)濟補償金。</p><p>　　<strong>二、經(jīng)濟補償金計算標準參見以下《勞動合同法》第四十七條規(guī)定</strong></p><p>　　用人單位需向勞動者支付經(jīng)濟補償金的23種情形，依據(jù)《勞動合同法》的規(guī)定，在23種情形下，用人單位需向勞動者支付經(jīng)濟補償金：</p><p>　　(一)勞動者解除勞動合同，用人單位應當支付經(jīng)濟補償金的有11種情形：</p><p>　　1、用人單位未按照勞動合同約定提供勞動保護或者勞動條件，勞動者解除勞動合同的;</p><p>　　2、用人單位未及時足額支付勞動報酬，勞動者解除勞動合同的;</p><p>　　3、用人單位低于當?shù)刈畹凸べY標準支付勞動者工資，勞動者解除勞動合同的;</p><p>　　4、用人單位未依法為勞動者繳納社會保險費，勞動者解除勞動合同的;</p><p>　　5、用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動者權(quán)益，勞動者解除勞動合同的;</p><p>　　6、用人單位以欺詐、脅迫的手段或者乘人之危，使勞動者在違背真實意思的情況下訂立或者變更勞動合同，致使勞動合同無效，勞動者解除勞動合同的;</p><p>　　7、用人單位免除自己的法定責任、排除勞動者權(quán)利，致使勞動合同無效，勞動者解除勞動合同的;</p><p>　　8、用人單位訂立勞動合同違反法律、行政法規(guī)強制性規(guī)定，致使勞動合同無效，勞動者解除勞動合同的;</p><p>　　9、用人單位以暴力、威脅或者非法限制人身自由的手段強迫勞動，勞動者解除勞動合同的;</p><p>　　10、用人單位違章指揮、強令冒險作業(yè)危及勞動者人身安全，勞動者解除勞動合同的;</p><p>　　11、法律、行政法規(guī)規(guī)定的其他情形。</p><p>　　(二)用人單位解除或終止勞動合同，應當向勞動者支付經(jīng)濟補償金的有12情形：</p><p>　　1、用人單位提出，雙方協(xié)商解除勞動合同的。</p><p>　　2、勞動者患病或者非因工負傷，在規(guī)定的醫(yī)療期滿后不能從事原工作，也不能從事由用人單位另行安排的`工作，用人單位解除勞動合同的;</p><p>　　3、勞動者不能勝任工作，經(jīng)過培訓或者調(diào)整工作崗位，仍不能勝任工作，用人單位解除勞動合同的;</p><p>　　4、勞動合同訂立時所依據(jù)的客觀情況發(fā)生重大變化，致使勞動合同無法履行，經(jīng)用人單位與勞動者協(xié)商，未能就變更勞動合同內(nèi)容達成協(xié)議，用人單位解除勞動合同的;</p><p>　　5、用人單位依照企業(yè)破產(chǎn)法規(guī)定進行重整，依法裁減人員的;</p><p>　　6、用人單位生產(chǎn)經(jīng)營發(fā)生嚴重困難，依法裁減人員的;</p><p>　　7、企業(yè)轉(zhuǎn)產(chǎn)、重大技術(shù)革新或者經(jīng)營方式調(diào)整，經(jīng)變更勞動合同后，仍需裁減人員，用人單位依法定程序裁減人員的;</p><p>　　8、其他因勞動合同訂立時所依據(jù)的客觀經(jīng)濟情況發(fā)生重大變化，致使勞動合同無法履行，用人單位依法定程序裁減人員的。</p><p>　　9、勞動合同期滿，勞動者同意續(xù)訂勞動合同而用人單位不同意續(xù)訂勞動合同，由用人單位終止固定期限勞動合同的;</p><p>　　10、因用人單位被依法宣告破產(chǎn)而終止勞動合同的;</p><p>　　11、因用人單位被吊銷營業(yè)執(zhí)照、責令關(guān)閉、撤銷或者用人單位決定提前解散而終止勞動合同的;</p><p>　　12、法律、行政法規(guī)規(guī)定的其他情形</p><p>　　<strong>三、經(jīng)濟補償計算基數(shù)中工資的確定</strong></p><p>　　《勞動合同法》第四十七條規(guī)定，勞動合同解除或終止后，用人單位應當按照勞動者在本單位工作的年限，每滿一年支付一個月工資的標準向勞動者支付經(jīng)濟補償。六個月以上不滿一年的，按一年計算;不滿六個月的，支付半個月工資的經(jīng)濟補償。計算經(jīng)濟補償金的“工資”標準如何確定?</p><p>　　實踐中很多用人單位在計算經(jīng)濟補償時，以勞動者的最低工資或基本工資作為計算基數(shù)，損害了勞動者的合法權(quán)益。這就必須理解“工資”的含義。</p><p>【公司辭退員工補償?shù)臉藴试敿毎妗肯嚓P(guān)文章：</p><p><a 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