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【案情介绍】2008年9月,任某应聘到某运动用品厂工作,双方签订了劳动合同。2013年7月,该厂为扩大生产规模,决定将工厂整体搬迁到当地某开发区。为此,该厂将搬迁情况在厂区进行告示,并要求所有员工继续履行劳动合同。工厂搬迁后,任某上下班途中要多花一个小时,因此任某想离开工厂,重找离家近些的单位上班。任某向该厂人力资源部负责人林某表达了解除劳动关系的想法,林某明确表示,任某辞职可以,但是经济补偿金一分没有。对此,任某十分困惑。本案中,任某能向单位主张经济补偿金吗?
[Case introduction] September 2008, any appointment to a sporting goods factory work, the two sides signed a labor contract. In July 2013, in order to expand the production scale, the factory decided to relocate the factory to a certain local development zone. To this end, the plant will move the situation in the plant notice, and asked all staff to continue to perform the labor contract. After the relocation of the factory, any way to work on the way to spend an hour, so Ren want to leave the factory, re-find the units closer to work. Renmou Lin, head of the human resources department of the plant to express the idea of lifting labor relations, Lin made it clear that any resignation can be, but not a fraction of economic compensation. In this regard, Ren is very confused. In this case, Ren can claim economic compensation to the unit?