Is the employment system of public institutions stable?

Institutions with full financial allocation are relatively stable, and some institutions in balance allocation are also relatively stable.

The appointment system of public institutions is only a form, because public institutions now have a key "establishment" problem, which is the biggest difference from enterprises. Now, to enter a public institution, you must go through unified recruitment (written examination, interview, physical examination and assessment), and report to the relevant departments (the superior unit of the employer, the human resources and social security department, and the organization establishment department), and then you can become a formal staff member after going through the recruitment procedures; Others who are not in the staff are "supernumerary personnel", and their positions and benefits are generally lower than those in the staff.

legal ground

Labor law of the people's Republic of China

Article 19 A labor contract shall be concluded in written form and contain the following clauses:

(a) the term of the labor contract;

(2) Work content;

(3) Labor protection and working conditions;

(4) Labor remuneration;

(5) labor discipline;

(6) Conditions for the termination of the labor contract;

(seven) the responsibility for violating the labor contract.

In addition to the necessary provisions stipulated in the preceding paragraph, the parties to a labor contract may agree on other contents through consultation. Twenty-fifth workers in any of the following circumstances, the employer may terminate the labor contract:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of labor discipline or the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the interests of the employer;

(4) Being investigated for criminal responsibility according to law. Article 27 If it is really necessary for the employing unit to reduce its staff during the period of legal rectification on the verge of bankruptcy or serious difficulties in production and operation, it shall explain the situation to the trade union or all employees 30 days in advance, listen to the opinions of the trade union or employees, and report to the labor administrative department before it can reduce its staff.

If the employing unit reduces its staff in accordance with the provisions of this article and employs the laid-off staff within six months, it shall give priority to the laid-off staff. Article 29 Under any of the following circumstances, the employing unit may not terminate the labor contract in accordance with the provisions of Articles 26 and 27 of this Law:

(a) suffering from occupational diseases or work-related injuries and being confirmed to have lost or partially lost the ability to work;

(2) Being sick or injured within the prescribed medical treatment period;

(3) Female employees during pregnancy, childbirth and lactation;

(4) Other circumstances stipulated by laws and administrative regulations. Thirtieth the employer to terminate the labor contract, the trade union considers it inappropriate, have the right to put forward opinions. If the employing unit violates laws, regulations or labor contracts, the trade union has the right to request re-handling; If a laborer applies for arbitration or brings a lawsuit, the trade union shall give support and help according to law.