「感觉你可能不太适合」「你自己也考虑一下」——这类话不是提醒，是**通知的前奏**。而这时候最容易做错的一件事是：主动提离职，或者签一份写着「本人自愿」的文件。**主动离职与被辞退，法律后果完全不同**，签完之后所有主张的基础就没了。 这个工具先做两件代码能做准的事。 **第一，判处境等级。** 「多沟通、需要提升」是黄——还在正常反馈范围，危险的是你不知道标准；「开始写日报、细化到小时、发考核表」是橙——那不是管理改进，是在建立材料；「不太合适、另谋高就」是红——决定多半已经做出，正在走让你主动离职的流程。三档对应的三件事完全不同。 **第二，查你的试用期本身合不合法。** 《劳动合同法》第十九条按合同期限给试用期分档：3 个月以上不满 1 年的不得超过 1 个月，1 至 3 年不得超过 2 个月，3 年以上及无固定期限不得超过 6 个月，不满 3 个月的不得约定试用期。**很多人的试用期本身就超了，而他们从来没查过。** 填上两个日期，代码直接算给你看超了多少天。 至于赔偿怎么算、能不能主张——**这里一个数字都不给**：它取决于解除事由、证据与你所在地的裁审口径，通用数字会误导。工具给的是该问谁（多数城市有免费咨询窗口），以及现在就该导出保存的那几样材料——离职当天再做通常已经来不及。 $3 解锁转正材料与成果自证清单、与主管的谈话脚本、退出协商的口径与并行找工作的时间表。"I'm not sure this is the right fit — have a think about it" is not feedback; it's the prelude to a decision. And the easiest mistake to make at this moment is resigning, or signing something that says you left voluntarily — **resignation and dismissal have entirely different consequences**, and once signed, everything downstream rests on nothing. This tool starts with two things code can get right. **First, the situation level.** "Communicate more, keep improving" is amber — still ordinary feedback; the danger is not knowing the standard. "Start writing hourly daily reports, here's an assessment form" is orange — that isn't management, it's building a file. "Not a fit, consider your options" is red — the decision is likely made and the process underway is the one where you resign, because that costs them least. Each calls for something different. **Second, whether the probation period is even lawful.** Article 19 of China's Labour Contract Law caps probation by contract length: one month for contracts of three months to a year, two months for one to three years, six months for three years or more and open-ended contracts, and none at all for contracts under three months. **Many probation periods exceed the cap and nobody ever checks.** Enter two dates and the code tells you by how many days. On compensation — **no figures here**: it depends on the grounds, the evidence and local adjudication practice, and a generic number misleads. What you get is who to ask (most cities have free consultation channels) and which records to export today, because on your last day the accounts are already closed. $3 unlocks an evidence-of-contribution checklist, scripts for the conversation with your manager, exit negotiation positions, and a parallel job-search schedule.
转正材料与成果自证清单（怎么把做过的事写成对方无法否认的证据）、与主管的谈话脚本（三种场景）、退出协商的口径与顺序（什么该签什么不该签）、以及并行找工作的时间表——在还有工资的时候找，和失业后再找，是两件事。A self-evidence checklist (turning what you did into something that can't be waved away), scripts for three versions of the conversation with your manager, exit-negotiation positions and what never to sign, and a parallel job-search schedule — searching while still paid is a different exercise from searching after.
**本工具不提供法律意见。** 试用期上限的分档依据《中华人民共和国劳动合同法》第十九条，属于相对稳定的规则；但**是否适用于你的具体情形、超期如何处理、解除是否合法、能否主张赔偿及如何计算，均需结合具体事实、证据与当地裁审口径判断，本工具刻意不提供任何金额或倍数**。处境等级是本工具依据措辞给出的粗口径参考，不代表用人单位的真实意图，也不预测结果。请勿伪造或篡改任何工作记录。涉及签署解除协议、离职文件或已产生争议时，请先咨询当地劳动监察部门、劳动争议调解仲裁委员会、工会法律服务或执业律师——多数城市有免费咨询渠道。你填写的内容不入库。**This is not legal advice.** The probation caps follow Article 19 of the PRC Labour Contract Law, a relatively stable rule; **whether it applies to your situation, how an excess period is treated, whether a termination is lawful, and whether and how compensation might be claimed all depend on the facts, the evidence and local adjudication practice — no amounts or multiples are given here, deliberately.** The situation level is this tool's rough reading of wording, not the employer's actual intent, and predicts nothing. Never fabricate or alter work records. Before signing any termination or separation document, or once a dispute exists, consult your local labour inspection authority, the labour arbitration committee, union legal services or a licensed lawyer — most cities offer free consultations. Nothing you enter is stored.