All kinds of people can ask for help, but this matter is not very big. If you can solve it yourself in private, you'd better solve it yourself, because even if the police come, it may be to help you coordinate the compensation.

Matters needing attention in compensation agreement:

First, the compensation items are not clear. What is agreed in the agreement is a one-time disability compensation subsidy or a one-time employment subsidy or a one-time work-related injury medical subsidy or compensation for working years; Whether it is medical expenses or nursing expenses; Every project can not be less. Our client had an agreement eight years ago. The agreement does not stipulate a one-time employment subsidy, and when the contract is terminated after 8 years, it is advocated separately. Therefore, some or all compensation items must be clearly written one by one. If the expression is not clear, it may lead to repeated compensation by the unit.

Second, the meaning of expression is vague. Compensation is not the same as compensation. Compensation based on fault is not necessarily based on fault. If the unit is at fault and causes losses to the other party, it must be liable for compensation. If the word "compensation" is used in the agreement, it will not be able to accurately express that the enterprise compensated the employees based on their faults, that is to say, after accepting the compensation from the company, the employees can still claim compensation from the enterprise again based on the fault of the enterprise;

Third, there is a lack of expression of the end of rights and obligations such as "dispute settlement" and "non-intervention by both parties". The purpose of signing a compensation agreement between an enterprise and its employees is to understand the dispute once and for all, so as to avoid endless future troubles. Therefore, at the end of the agreement, the words "after both parties perform the agreement, the dispute will be settled", "both parties have nothing to do" and "no rights can be claimed from the other party" must be added. Without these words, it is impossible to show that both parties to the agreement give up their remaining rights, so the enterprise is also facing the possibility of being claimed by employees again. Therefore, the employee resignation or compensation agreement must accurately express the true meaning of both parties to the agreement, and ensure that the contents expressed in the agreement are legal and effective, and must also show that there will be no disputes between the two parties after the agreement is fulfilled.