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详细解读劳务派遣

时间:2017-03-28 责任编辑:上海骁扬
很多企业对劳务派遣不是很了解,以为不可靠什么的。今天上海劳务公司就与大家解读劳务派遣的那些事情。
Many companies are not very understanding of labor dispatch, that is not reliable. Today, the labor service company in Shanghai and the interpretation of the labor dispatch.
《劳动合同法》实施后,一些企业为规避履行应尽义务而纷纷采取先辞退员工,之后再与他们签订劳务派遣合同的做法,这种做法是极其盲目的。
After the implementation of the "labor contract law", some enterprises to avoid the obligation to fulfill their duties and have to take the first dismissal of employees, and then signed a labor contract with them, this approach is extremely blind.
《劳动合同法》第62条明确规定,用工单位在使用劳务派遣员工时应执行国家劳动标准,提供相应的劳动条件和劳动保护;告知被派遣劳动者的工作要求和劳动报酬;支付加班费、绩效奖金,提供与工作岗位相关的福利待遇;对在岗被派遣劳动者进行工作岗位所必需的培训;连续用工的,实行正常的工资调整机制。即将生效的 《劳动争议调解仲裁法》第22条规定,劳务派遣单位或者用工单位与劳动者发生劳动争议的,劳务派遣单位和用工单位为其同当事人。也就是说,发生争议纠纷时,劳务派遣企业和用工单位将为共同当事人,成为共同被告。因此,为了规避义务,而把职工的劳动关系转为劳务派遣的现象应该引起企业的足够重视。
The "labor contract law" sixty-second stipulates that employers in the use of labor dispatch employees should implement state labor standards and provide the corresponding working conditions and labor protection; inform the employees the work requirements and labor remuneration; overtime pay and performance bonuses and provide job-related benefits; be on duty send workers job training as required; continuous employment, implement a normal wage adjustment mechanism. The "labor dispute mediation and Arbitration Law", which is in force, provides for the following twenty-second provisions: the labor dispatching unit or the employer and the employee have a labor dispute. That is to say, when a dispute arises, the labor dispatching enterprise and the employing unit shall be a joint party and become a co defendant. Therefore, in order to avoid the obligation, and the labor relations of workers into the phenomenon of labor dispatch should cause enough attention.
“连带责任”强化了劳动者权益保护
Joint and several liability to strengthen the protection of the rights and interests of workers
《劳动合同法》实施前,用人单位有“合同到期辞你没商量”的说法。 《劳动合同法》规定,即使合同期满,用人单位也要给付经济补偿金。也就是说,新法强调了对员工的保护。以试用期规定为例,过去部分企业经常直接以员工 “不合适”为由随意解雇员工,其实只是为了降低人力成本。但是 《劳动合同法》在 《劳动法》的基础上明确了试用期的期限、最低工资以及用人单位不得随意解聘试用期员工。即在不给出合理的解释的情况下,用人单位在试用期内也不能随意辞退员工。
Prior to the implementation of the labor contract law, the employer has a contract expired you did not discuss the argument. "Labor contract law" stipulates that even if the contract expires, the employer shall pay economic compensation. In other words, the new law emphasizes the protection of employees. In the probation period, for example, in the past, some companies often directly to employees inappropriate for the grounds of casual dismissal of employees, in fact, in order to reduce labor costs. However, the "labor contract law" in the "labor law" on the basis of a clear probation period, the minimum wage and the employer shall not dismiss the probationary staff. That is, without giving a reasonable explanation, the employer can not be dismissed during the probationary period employees.
上海劳务公司觉得,就劳务派遣来说,过去为了降低人工成本,一些用工单位随意把派遣职工退回派遣单位,派遣单位为了逃避自己的风险,一旦用工单位把派遣职工退回,立即视为与派遣单位解除劳动关系,而不支付任何经济补偿金。 《劳动合同法》第92条规定,在劳务派遣过程中,给被派遣劳动者造成损害的,劳务派遣单位与用工单位承担连带赔偿责任。
Shanghai labor dispatch company think, in the past in order to reduce labor costs, some labor units will send staff returned to the dispatch unit, the dispatch of units in order to avoid their own risk, once the employer sent staff immediately returned, as with the dispatch labor relations, without any economic compensation. "Labor contract law" ninety-second stipulates that, in the process of labor dispatch, to be dispatched workers cause damage, labor dispatch unit and the employer bear joint and several liability.
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