Whether the laborer should compensate the employer should be treated differently: 1, 100% of the losses caused by the laborer intentionally need to be fully compensated to the employer, such as deliberately destroying the products and equipment of the employer due to lovelorn and bad mood; Moreover, according to Article 39 of the Labor Contract Law and referring to the company's rules and regulations, the employer may not pay economic compensation to the workers. 2. If the laborer has gross negligence, he needs to compensate the employer for about 50% of the losses; Obviously avoidable mistakes, such as economic losses caused by illegal operations and losses caused by drinking, can require workers to bear about half of the losses; In addition, according to the provisions of Article 39 of the Labor Contract Law and referring to the company's rules and regulations, if the losses caused by the rules and regulations of the employer to the workers exceed a certain amount, the employer may not pay economic compensation to the workers. 3. Laborers should not be allowed to bear the economic losses caused by their general negligence or no subjective intention or gross negligence in normal work, regardless of the size of the losses. For example, let the salesman who has no custody obligation bear the loss of goods after inventory. Employers cannot pass on business risks to workers. If the amount is large enough to meet the requirements of the employer's rules and regulations for the amount of serious violation of the company system, the employer may not pay economic compensation to the workers according to the provisions of Article 39 of the Labor Contract Law. If it does not reach the amount of serious violation of the rules and regulations of the employer in the company's rules and regulations, the employer may train the employees or adjust their positions according to the incompetent positions, and the employees are still incompetent after training or adjustment. The employer may terminate the labor relationship with the employee and pay the employee economic compensation. Article 39 of the Labor Contract Law: Under any of the following circumstances, the employer may terminate the labor contract: (1) The employee is proved to be unqualified for employment during the probation period; (two) a serious violation of the rules and regulations of the employer; (three) serious dereliction of duty, corruption, causing great damage to the employer; (4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it; (5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law; (6) Being investigated for criminal responsibility according to law. Article 46 Under any of the following circumstances, the employer shall pay economic compensation to the employee: (1) The employee terminates the labor contract in accordance with the provisions of Article 38 of this Law; (2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer; (3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law; (4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law; (5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it; (6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law; (seven) other circumstances stipulated by laws and administrative regulations. Forty-seventh economic compensation shall be paid according to the standard of one month's salary for each full year of work in the unit. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers. If the monthly salary of workers is three times higher than the average monthly salary of local workers announced by the people's government of the municipality directly under the central government or the city divided into districts where the employer is located, the standard for paying economic compensation to workers is three times the average monthly salary of workers, and the longest period for paying economic compensation to workers shall not exceed 12 years. The monthly salary mentioned in this article refers to the average salary of workers in the twelve months before the dissolution or termination of the labor contract.

This is a gross negligence. You should pay 50%. If you compensate 100% of the loss, it is on purpose.