First of all, we need to make it clear that whether the dismissal is n+1 or 2n is related to specific laws and regulations and contractual agreements. Therefore, before answering this question, we need to conduct an in-depth analysis and interpretation of the relevant laws, regulations and contractual agreements.
According to the Labor Law of the People's Republic of China, when an employer terminates a labor contract, it shall give the employee economic compensation in accordance with the law. The standard of economic compensation is calculated according to the number of years the worker has worked in the unit and the salary level, and the specific standard is stipulated by the local people. In practice, many employers will give economic compensation to employees according to the N+1 or 2N standard when terminating an employment contract.
So, what exactly do n+1 and 2n mean? n refers to the number of years the worker has worked in the unit, 1 refers to the additional month's salary paid, and 2n refers to double the economic compensation. Specifically, if an employee has worked in the employer for 3 years, then according to the N+1 standard, he can receive severance compensation (3 years + 1) for a total of 4 months' wages; And according to the standard of 2n, he can get double financial compensation of 2 times the financial compensation of 3 years, that is, 6 months of salary compensation.
The question of whether the dismissal is n+1 or 2n actually needs to be analyzed on a case-by-case basis. If the employer does not terminate the labor contract illegally, but has reached an agreement with the employee, or the employee is incompetent for the job, or the enterprise has laid off employees for economic reasons, the employer shall pay severance payment, that is, one month's salary for each full year of service.
In the case of illegal termination, the employee shall be given economic compensation at twice the amount of the economic compensation.
In short, for the question of whether to be dismissed as n+1 or 2n, we need to make a judgment and choice based on an in-depth analysis and understanding of relevant laws and regulations and contractual agreements, combined with specific circumstances. At the same time, we also need to be aware that the legitimate rights and interests of workers are protected by law, and if the employer fails to give the employee due economic compensation in accordance with the law, the employee can protect his legitimate rights and interests through legal means.