How to compensate the hotel closing staff?

Hotel closures generally require financial compensation for employees. The calculation standard of economic compensation should be determined according to the working years and calculation base. Generally speaking, the working years should be paid to the workers with reference to the standard of paying one month's salary every full year. If it is more than six months but less than one year, it will be counted as one year; if it is less than six months, it will pay the laborer half a month's salary. If the hotel refuses to pay compensation, employees can complain to the labor inspection brigade to protect their rights, with low cost; You can also apply for labor arbitration to protect your rights. Or you can file a lawsuit directly.

I. Salary conditions of employees:

1. The employer proposes that both parties dissolve the labor contract through consultation;

2. The employee is sick or injured at work, and cannot engage in the original work after the prescribed medical treatment period expires, nor can he engage in other work arranged by the employer, and the employer terminates the labor contract;

3. The employee is not competent for the job, and after training or job adjustment, he is still not competent for the job, and the employer terminates the labor contract;

4. The objective conditions on which the labor contract was concluded have changed greatly, which makes the labor contract impossible to perform. After consultation between the employer and the employee, the employer fails to reach an agreement on changing the contents of the labor contract, and the employer terminates the labor contract;

Second, the employee arbitration procedure:

1, case acceptance stage. This stage includes two tasks: first, the parties submit a written arbitration application to the labor dispute arbitration Committee within the prescribed time limit; Second, the case was accepted by the arbitral tribunal. After receiving the application for arbitration, the Arbitration Commission shall make a decision on whether to accept or reject it within a certain period of time.

2. Investigation and evidence collection stage. The purpose of investigation and evidence collection is to collect relevant evidence and materials, determine the main focus of disputes, and prepare for the next mediation or ruling. Investigation and evidence collection work includes compiling an investigation outline according to relevant facts, and then conducting targeted investigation and evidence collection according to the investigation outline to verify the investigation results and relevant evidence.

3. Mediation stage. On the basis of finding out the facts, the arbitration tribunal should first mediate and try its best to urge the parties to reach an agreement voluntarily. The arbitration tribunal that has reached an agreement also needs to arbitrate and mediate the agreement reached by both parties.

4. Decision-making stage. If the mediation by the arbitration tribunal is invalid or someone regrets before the arbitration mediation is served, and the previous mediation ends in failure, the labor dispute settlement will enter the adjudication stage. The award of the arbitration tribunal shall be made in the form of an arbitration meeting. In a court trial, there is usually a process of investigation, debate and presentation by both parties.

Legal basis: Article 46 of the Labor Dispute Mediation and Arbitration Law shall specify the arbitration request, the facts of the dispute, the reasons for the award, the result of the award and the date of the award. The award shall be signed by the arbitrator and stamped with the seal of the Labor Dispute Arbitration Commission. The arbitrator who disagrees with the award may or may not sign.