Is it reasonable to monitor the transfer financially? Please specify. Now the hotel verbally informs the shopkeeper.

Jobs generally determine the job content of employees, and the job content is stable and predictable. At the beginning of the labor contract, the employee is the job title. It is important that at the beginning of signing a contract, it is necessary to decide whether to sign a labor contract on the basis of equality between the employer and the employee. Management relationship enables employees to get along with inferior position, prevents employers from abusing superior position, limits contract rights, limits reasonable scope, and puts forward strict requirements for the change of labor contract. Article 35 of the Labor Contract stipulates that if the employer and the employee negotiate to change the contents of the labor contract, they shall change the text of the labor contract in written form. The employer and the employee each hold one copy, which means that there is no special provision in the labor contract. The important content of contract change must meet two basic premises: 6543 2. In written form, if the employer who is short of workers refuses the labor contract without consultation, it shall continue to perform the labor contract in accordance with the original agreement. The labor contract concluded according to Article 3 of the labor contract shall follow the principles of cooperation, fairness, equality, voluntariness and consultation. The principle of good faith is binding according to the conclusion of the labor contract. Both the employer and the employee should fulfill the obligations stipulated in the labor contract, which means that the fake contract is adjusted according to the needs of the employee. It should be understood that the terms of a labor contract are binding. Both parties shall perform the vertical contract and adjust their posts at will on behalf of the enterprise. Rules that enterprises should abide by: 1, and post adjustment must be reasonable. Post adjustment should be related to the post before adjustment. For example, it is reasonable for the sales manager to decide to adjust the sales position, but the financial manager cannot adjust the sales position. Competent employers should be responsible for training and education so that employees can adapt to new jobs. 3. Before the adjustment, the enterprise shall fulfill the necessary obligation of informing and explaining, as a reason for competence. See Article 40 of the Labor Contract for reasons for adjusting jobs. The employing unit shall notify the employee in writing 30 days in advance to pay the employee's salary for the current month or pay extra for the termination of the labor contract. This article indirectly stipulates the premise that employees are qualified for the current position. The monotonous post rights of enterprises are not subject to any constraints. Enterprise operation meets the post adjustment conditions: 1. The employing unit shall provide sufficient evidence to prove that the laborer is competent for the current post, that is, the laborer can indeed complete the tasks agreed in the labor contract according to the requirements of the employing unit, or the workload practice of the same type of laborer needs documents such as job descriptions and target responsibility letters. 2, post adjustment should be adapted to the ability and skills of workers, to maintain a certain rationality. First, the name of absenteeism should be based on two important premises: the post adjustment is reasonable according to law, the fake post adjustment is reasonable according to facts, and its punishment is the first basis. Second, the employee's behavior is absenteeism, which means that the employee's behavior of performing the leave formalities according to the regulations is absenteeism, except for resisting and affecting the employee's performance of the leave formalities. China's office decided that a single office was in dispute (special employees had applied for arbitration). According to Article 23 of the labor contract, the employer and the employee agree to keep the business secrets of the employer's intellectual property rights. Confidentiality clause belongs to the category of autonomy of both parties. The contract stipulates that employees can master business secrets and adjust their jobs within the scope of the first paragraph of the labor contract. The contract is binding. Employees must fulfill the obligation of keeping business secrets agreed by the employer and employees who know business secrets in accordance with the provisions of Article 2 of the Notice of the Ministry of Labor on Several Issues Concerning the Mobility of Enterprise Employees. Before the termination of the labor contract or during the period when the laborer proposes to terminate the labor contract (after June), the relevant contents of the labor contract shall be adjusted. It provides a legal basis for the confidentiality of the contract. I think post management includes post salary management, and post differences are often accompanied by changes in post salary standards. It is stipulated that the transfer of employees within enterprises should be fully managed. Management power includes the implementation of new post salary standards and new assessment standards. I think it is necessary to adjust the post: 1 and clarify the post salary standard; If the system stipulates that the post differential wage standard agreed in the contract should be determined through consultation, it can be determined by means of unit list. The new post and salary standard shall be determined by employees in writing. The post management measures of the original institutions and institutions are to compete for posts and give full play to the enthusiasm of employees. The general employment contract clearly stipulates that only posts are specified. Compared with the standard of post appointment letter, the labor contract clearly stipulates that the post unit shall implement post appointment and leave the enterprise, and the stipulated content is that the post confirmation right shall belong to the enterprise, which is contrary to the scope of the independent management right of the enterprise. Without certain preparation, it is very likely that the postal administration will be transferred at will just by issuing a letter of appointment. Without any system preparation, the first job offer should be based on the fact that the important part of the labor contract has been changed without consultation, and the objective situation stipulated in the labor contract has changed seriously, which makes it impossible for the employer to negotiate with the employee to change the labor contract. The employing unit notifies the employee in writing 30 days in advance or pays extra monthly salary to terminate the labor contract according to the regulations. The unit recognizes that the disappearance of posts caused by the cancellation of departments should be an objective situation, and the enterprise only transfers posts to terminate the contract. The so-called objective conditions stipulated in the interpretation of some terms of the Chinese labor contract refer to: enterprise relocation, merger, enterprise asset transfer, etc. The performance of the labor contract in whole or in part due to force majeure does not include the period when the employer is on the verge of bankruptcy for rectification or the production and operation situation is in serious difficulties. Objective conditions should be defined as non-subjective standards. It is an objective situation to cancel the department according to the original definition of enterprise merger; If the management decides to cancel the department, it should be understood as belonging to the category of independent management of enterprises and an objective situation. The probation period stipulated in the Interpretation of Several Articles on Labor by Huamin * * * is applicable to workers who change their jobs or types of work when they are newly employed or re-employed. In addition, according to the Notice of the Ministry of Labor on Several Issues Concerning the Implementation of the Labor Contract System, employees in the same position can try out two situations according to the original regulations: 1, and the employer will re-determine the probation period in the original position; 2. In the re-employment position, the employer will stipulate the probation period according to the contract period. Article 19 of the labor contract stipulates that the same employer and the same employee may agree on the probation period, which fundamentally limits the repeated agreement of the employer on the probation period. Even if the probation agreement of the re-employment bank is adjusted, it is more strictly prohibited to transfer to Jiangsu Hulu than the original regulations.