What is the labor dispatch of a telecom company?

What is the labor dispatch of a telecom company? A bureau carefully designed by telecom companies to evade the labor contract law and improve labor productivity is also euphemistically called "standardizing employment", thus achieving the purpose of stealing the column. But our essence is the labor contract signed with the telecom company, and the personnel files and management are actually hired by the telecom company! It has become a "talent exchange center"

What is labor dispatch? First of all, what you said should be the old yellow calendar. Since 2008, as long as the personnel management department has an understanding of the labor contract law, it is impossible not to know that there can be a three-month probation period for signing a contract once a year; Moreover, labor dispatch has special time requirements, and they must sign a fixed-term labor contract with employees for at least two years, otherwise the contract will be invalid.

To answer your question again: signing a labor contract with a human resources agency has no substantial harm to you personally, but the employment methods are different. Individuals should pay attention to "care about the contents of their own contracts, such as labor term, post, location, working conditions, wages and benefits, etc."

I won't say much about other complicated situations here. If you don't know anything, you can ask another question.

People's Republic of China (PRC) labor contract law

Section 2 Labor Dispatch

Article 57 A labor dispatch unit shall be established in accordance with the relevant provisions of the Company Law, with a registered capital of not less than RMB 500,000.

Article 58 A labor dispatch unit is an employing unit as mentioned in this Law and shall fulfill the obligations of the employing unit to the laborers. The labor contract concluded between the labor dispatch unit and the dispatched worker shall not only specify the matters specified in Article 17 of this Law, but also specify the employing unit, dispatch period and post of the dispatched worker.

The labor dispatch unit shall conclude a fixed-term labor contract with the dispatched workers for more than two years, and pay the labor remuneration monthly; When the dispatched workers are not working, the labor dispatch unit shall pay the labor remuneration monthly according to the local minimum wage standard.

Article 59 A labor dispatch unit shall conclude a labor dispatch agreement with the unit accepting labor dispatch (hereinafter referred to as the employing unit). The labor dispatch agreement shall stipulate the number of dispatched posts and personnel, the dispatch period, the amount and payment method of labor remuneration and social insurance premiums, and the responsibility for violating the agreement.

The employing unit shall determine the dispatch period with the labor dispatch unit according to the actual needs of the post, and shall not divide the continuous employment period into several short-term labor dispatch agreements.

Article 60 A labor dispatch unit shall inform the dispatched workers of the contents of the labor dispatch agreement.

The labor dispatch unit shall not deduct the labor remuneration paid by the employing unit to the dispatched workers according to the labor dispatch agreement.

Labor dispatch units and employing units shall not charge the dispatched workers.

Article 61 If a labor dispatch unit dispatches laborers across regions, the labor remuneration and working conditions enjoyed by the dispatched laborers shall be implemented according to the standards of the place where the employing unit is located.

Article 62 An employing unit shall perform the following obligations:

(a) the implementation of national labor standards, provide corresponding working conditions and labor protection;

(2) Informing the dispatched workers of their job requirements and remuneration;

(3) Pay overtime pay and performance bonus, and provide post-related benefits;

(four) to provide necessary on-the-job training for the dispatched workers;

(five) continuous employment, the implementation of normal wage adjustment mechanism.

The employing unit shall not send dispatched workers to other employing units.

Article 63 The dispatched workers shall enjoy the right to equal pay for equal work with the workers of the employing unit. If the employing unit has no workers in the same position, it shall be determined by reference to the labor remuneration of workers in the same or similar positions where the employing unit is located.

Article 64 The dispatched workers have the right to join or organize trade unions in the labor dispatch unit or the employing unit according to law to safeguard their legitimate rights and interests.

Article 65 A dispatched worker may terminate the labor contract with the labor dispatch unit in accordance with the provisions of Articles 36 and 38 of this Law.

If the dispatched worker falls under any of the circumstances specified in Item 1, Item 2 of Article 39 and Article 40 of this Law, the employing unit may return the worker to the labor dispatch unit, and the labor dispatch unit may terminate the labor contract with the worker in accordance with the relevant provisions of this Law.

Article 66 Labor dispatch is generally carried out in temporary, auxiliary or alternative jobs.

Article 67 An employing unit may not set up a labor dispatch unit to dispatch laborers to its own unit or subordinate units.

What is labor dispatch? The lawyer replied:

Labor dispatch, also known as talent dispatch, talent lease, labor dispatch and labor lease, refers to the labor contract concluded between the labor dispatch agency and the dispatched worker, and the dispatched worker pays the labor remuneration to the dispatching enterprise (actual employer). There is a labor contract relationship between the labor dispatch agency and the dispatched workers, but the fact of labor payment occurs between the dispatched workers and the dispatched enterprises (actual employers).

What is the labor dispatch? Labor dispatch, personally speaking: you and two units * * *. A unit has a labor relationship with you, signed a labor contract, paid wages, and applied for social security, but you don't sell your labor in this unit (legally called an employer); Another company uses your labor force to manage you, but it has nothing to do with you, and only gives you overtime pay and some benefits (legally called the employer). There will be a labor dispatch agreement between the two units, and the employer will charge the management fee of the employer as the profit of sending you. Labor dispatch is generally only used for some units that don't want to bear the social security of personnel. And avoid some restrictions on employment, and use dispatchers in some temporary and auxiliary positions. However, it should be noted here that the labor contract is not less than two years, and when there is nothing to do, the employer has to pay wages not less than the minimum wage.

What is the labor dispatch? Hello:

This is personnel outsourcing, which is the case in many companies now. Some departments of our company's personnel recruitment team cooperate with outsourcing companies, so that most employees' files can be managed in a unified way.

If you are promoted to management or enter the functional system, you will sign a contract with Debon Company itself (the dispatch contract also belongs to Debon).

Now the company has non-civil reserves, and the delivery staff can leave the civil reserves of the undergraduate course. It can be said that the opportunity is equal.

Thank you for your support to Debon Logistics and wish you a happy life and work.

If you have any other questions, please contact Debon Logistics Enterprise Platform!

What is it that the labor dispatch company helps others recruit? Is to recruit employees for the enterprise, and the enterprise gives the labor service company a recruitment fee. But many services are black. Take money from job seekers!

What about the labor dispatch personnel? What labor dispatch?

Labor dispatch is a realistic topic in the practice of establishing labor market mechanism in China. It is a relatively new form of labor economy in China, and it is also the fastest developing form at present. On the premise of recognizing the essence of labor dispatch, it is more important to tap the potential of labor dispatch in absorbing employment. For China, a developing country with a large number of low-quality labor resources, the labor economy such as labor dispatch is more suitable for China's factor endowment and can give full play to China's comparative advantage in resources. Especially in recent years, with the decreasing of traditional jobs and the increasing of labor supply in China, it is more significant to develop labor dispatch.

1. Background and function of labor dispatch 1. 1 The concept of labor dispatch is a broad concept about phenomena, institutions, people and behaviors, which has three meanings: labor dispatch work arrangement, labor dispatch organization and labor dispatch.

1. 1. 1 Labor Dispatch Work Arrangement "Labor Dispatch" is a new organizational form of production factors, which means that the employer arranges some temporary, unfixed or special work needs through external organizations that only engage in profit-making labor activities.

1. 1.2 "labor dispatch" organization is a new form of social resources organization different from traditional enterprises. It is engaged in labor service activities that simply manage labor resources, and it obtains profits by sending employees to work in employers in order to survive and develop.

1. 1.3 "labor dispatch" employment "labor dispatch" employment is an informal form of employment. The laborer is an employee of the labor dispatch enterprise and has an employment relationship with the dispatch agency; However, workers work in employers and accept relevant management, and employers and workers are used and used. Compared with various forms of employment, "labor dispatch" is characterized by fixed term and dependent employment.

Compared with other forms of labor economy, labor dispatch has two biggest characteristics. First, the laborer is an employee of the dispatching company and has a labor contract relationship. This is different from labor intermediary and labor agency; Second, the dispatch company only engages in labor dispatch business, and does not contract projects, which is different from labor contract.

1.2 The background of labor dispatch is the result of spontaneous choice of market subjects under the condition of market economy. Since the 1990s, with the maturity of the market economy and the deepening of the reform of the employment system, the independent status of the main body of China's labor market has been increasingly established. They will seek advantages and avoid disadvantages according to the supply and demand situation in the labor market, and decide on employment, employment forms and business forms spontaneously, which is the fundamental premise for the emergence and development of labor dispatch.

1.2. 1 The reform of employment system in large enterprises is the main reason for the arrangement of labor dispatch workers. For a long time, a large number of inefficient and inefficient workers have accumulated in China's system. With the reform of enterprise employment system to the market direction, enterprises began to control the growth of personnel and streamline personnel. Labor dispatch has become an important channel for enterprises to avoid direct impact on society and make normal and abnormal layoffs.

1.2.2 The increasing role of the labor market mechanism is the main reason for the emergence of labor dispatch. With the development of employment agencies and employment agencies, the agencies and functions of labor dispatch have gradually emerged. Some laid-off, unemployed and rural migrant workers find it difficult to find jobs on their own because of their weak employability. Therefore, the relevant departments organized them to achieve employment through labor dispatch. In addition, there are also some workers with strong employability who are not satisfied with being fixed in a formal unit and take the form of labor dispatch to enrich their experiences and increase their income. In addition, with the increasingly difficult employment of college students, many graduates also accumulate work experience through labor dispatch to lay the foundation for future employment.

In a word, labor dispatch, as a product of market economy, not only meets the needs of market participants under the conditions of market economy in China, but also serves the practice of China's economic system reform, reflecting the characteristics of China's integration with the international market.

1.3 The role of labor dispatch in promoting employment. Labor dispatch is a form of labor economy, which is conducive to the development of human resources. From the practice of our country, the role of labor dispatch in promoting employment is reflected in the following aspects: 1.3. 1 organizing mobile employment, which is conducive to promoting the orderly transfer of rural labor to urban non-agricultural industries. By 2000, employees in the primary industry accounted for 50.0%, while rural practitioners accounted for 70. 1% of all employees, and the urbanization rate of employment was serious. Because the growth of rural population, that is, the growth of new labor force is much faster than that of cities and towns, the task of transferring rural labor force to cities and towns is very arduous.

Labor dispatch has realized the orderly transfer of rural labor force to cities and towns in the following two ways: first, the relevant departments in the importing areas set up labor dispatch agencies to centrally manage the transferred labor force, including accommodation and other issues, in order to meet the local demand for the transferred labor force, such as the practice in Tianjin; Second, the exporting country should set up labor dispatch agencies in the importing country to help the exporting labor force transfer employment, as in Shandong. Cross-regional labor dispatch has the following characteristics in promoting the transfer of rural labor force: first, it helps some laborers with insufficient transfer ability to successfully realize the transfer of employment; The second is to make cross-regional employment more certain and avoid blindness in labor export in the past; The third is to better protect the rights and interests of migrant workers. In a word, trans-regional labor dispatch makes floating employment organized, which is conducive to promoting the orderly transfer of rural labor force to urban non-agricultural industries.

1.3.2 Organizing flexible employment will help solve the mismatch between supply and demand and reduce risks. Take the domestic service company as an example. At present, there are three main types of domestic service companies: one is run by social organizations such as women's federations; Second, private; Third, community service centers run in street communities. A large part of them are intermediaries, that is, the company collects intermediary fees and deposits from both parties, and the supply and demand sides conduct transactions. Intermediary domestic service is risky for all three parties, especially for some small-scale companies, service personnel or customers often default. The emergence of labor dispatch domestic service companies has solved the above problems.

1.3.3 Promote the transformation of employment mechanism within the system. One of the special functions of China's labor dispatch is to use existing resources to organize laid-off workers and unemployed people to start employment, which promotes the transformation of employment mechanism within the system.

1.3.4 Improve the employment efficiency, thus improving the economic benefits of enterprises. The microscopic function of labor dispatch to meet the needs of employers is its most basic function. First of all, labor dispatch is not suitable for all enterprises. Only when the enterprise has labor demand, financial strength and can afford to rent labor dispatch hours will it consider using the form of labor dispatch; For enterprises that have no demand for labor, or enterprises that need people, but their labor costs are relatively low, there will naturally be no demand for labor dispatch.

In a word, labor dispatch is a normal and efficient form of employment for enterprises. 1.3.5 Regulating the relationship between supply and demand in the labor market As a form of informal employment, labor dispatch plays a regulating role in the supply and demand situation in the labor market. In short, the labor market mechanism is regulated through labor dispatch, so as to maximize the use of labor resources. From the situation of our country, the development of labor dispatch is conducive to reducing the unemployment rate and promoting the full use of high-quality labor resources.

1.3.6 the employment potential of labor dispatch from the situation of the United States, Japan and EU countries, in all non-agricultural employment, the average proportion of formal employment is 72%, labor dispatch is 1.4%, and informal employment is 5. 1%. Although labor dispatch is smaller than other forms of employment, it has the fastest development speed and the proportion of employment is relatively stable. A country has a high proportion of formal sector employment, but the proportion of labor dispatch employment is not necessarily low; On the contrary, the proportion of formal employment is low, and the proportion of labor dispatch employment is not necessarily high. The key depends on the development of other forms of informal employment. In short, the scale of labor dispatch in a country is related to its industrial structure, labor market, system and culture, and cannot be simply compared with each other.

We use the world average level to infer the scale of labor dispatch in China. In 2000, there were 212.74 million urban employees in China, including11613,000, 2.47 million private and individual owners, and1/25,000 private and individual employees respectively. Assuming for the time being that these people who can identify themselves and have registered are in formal employment, there are still 62.57 million people who do not belong to this category, and it is difficult to identify their employment status, accounting for 29.5% of all urban employees. It can be seen that the proportion of non-agricultural formal sector employment in China is slightly lower than the above average level, but higher than many countries.

2. Present situation and existing problems of labor dispatch 2. 1 Development status of labor dispatch At present, the labor economy including labor dispatch is a new business opportunity in China, and the development status can be summarized as rapid development, huge potential, disorderly competition and irregularity. From the survey, the current situation of labor dispatch in China is as follows.

2. 1. 1 Regional situation Labor dispatch in the eastern region has developed rapidly and has a large scale. At present, Beijing, Tianjin, Shanghai, Guangdong, Jiangsu, Zhejiang, Fujian, Guangxi, Heilongjiang, Liaoning, Jilin, Jiangxi, Hunan, Shandong and other places have carried out labor dispatch, and other regions are also continuing to carry out labor dispatch. It is reported that there are more than 120 companies engaged in talent leasing in Guangzhou at present, and there are more than 300 Beijing labor dispatch enterprises with qualification certificates issued by the Labor Bureau alone. According to the survey, Beijing Tuanxing Labor and Social Insurance Service Co., Ltd. dispatched more than 8,000 laborers, and Shenzhen Penglao Employment Service Center rented more than 4,500 employees to the society.

2. 1.2 Industry situation The industries that adopt labor dispatch work arrangements are mainly service industry, manufacturing industry and construction industry, such as telecommunications, banking, catering, hospitals, postal services, housekeeping, electric power and railway transportation, and some departments of construction and manufacturing industry.

2. 1.3 Enterprise situation Labor dispatch is particularly welcomed by foreign-funded enterprises, advantageous enterprises and large state-owned enterprises. Shenzhen is mainly an export-oriented enterprise, joint-stock enterprise and highly competitive industries such as telecommunications and banking, and there is a great demand for labor dispatch. Some well-known enterprises, such as Shenzhen Huawei, SEG Samsung, SEG Hitachi and Seagate, have all used dispatching employees.

2. 1.4 employees: the employees of labor dispatch are mainly urban migrant workers, college graduates, laid-off workers from enterprises and specialized personnel. 2. 1.5 There are more than 40 kinds of occupations and positions in which labor is expected to be dispatched, mainly including hourly workers, secretaries, telephone operators, counter girls, salespeople, account managers, drivers, security guards, advertising creativity, stock operation, top management, market analysis, enterprise certification, business negotiation, foreign language translation, decoration design, course lectures, TV shooting and newspaper writing.

2. 1.6 Business units: Labor dispatch companies are mainly job introduction centers under the labor department and re-employment service centers of enterprises. 2. 1.7 Establishment of laws and regulations Due to the single traditional employment form, labor dispatch is still a relatively new thing in China. Compared with foreign countries, China's labor dispatch management system is still very immature. First of all, there is no legislation on labor dispatch: there is no separate legislation on labor dispatch, and there are no relevant provisions in existing laws and regulations. Secondly, in the absence of laws, other management systems have not kept up. Some places have also issued relevant rules and policies, but there are widespread problems such as narrow scope of adjustment objects and incomplete adjustment contents. Judging from the investigation, there are mainly the following relevant provisions:

(1) local regulations. (2) Social insurance policy. (3) Talent leasing policy. 2.2 The main problems existing in the operation of labor dispatch At present, China's labor dispatch industry is in its infancy and development stage. As a new business, it has not fully entered the vision of the * * * policy. In the absence of norms, the following problems are exposed in the operation of labor dispatch:

2.2. 1 Unclear operating conditions Labor dispatch agencies are engaged in a special labor economy, and the law has no clear provisions on their business, which has a great impact on the operation of labor dispatch enterprises: enterprises cannot register according to their business contents; How to calculate the income of labor dispatch enterprises and what is the basis of tax law have not been stipulated yet.

2.2.2 Business qualification is not approved. Because the business status is not clear, there is no special department to examine and approve its business qualifications and business, which may lead to blind development. 2.2.3 The problem of mixed operation According to the survey, there are few pure labor dispatch agencies, most of which are mainly labor contracting or labor intermediary, and also run labor dispatch. 2.2.4 The scale and post of labor dispatch workers used by enterprises are not standardized. At present, labor dispatch is widely used in various possible positions by many enterprises. Some more formal enterprises reasonably arrange their own labor dispatch scale according to their own needs and strictly manage labor dispatch. They have formulated special labor management regulations, which clearly stipulate the responsibilities of the three labor dispatching parties, the training and assessment of the dispatched employees, the principles and standards for the payment of labor fees, and the dispatch of employees to participate in the activities of trade unions and the party. Reasonable employment scale and strict management make labor dispatch an organic form of enterprise employment. By establishing the last elimination system, enterprises give vacant fixed posts to dispatched employees, turn unsuitable personnel into laborers, and make the labor mechanism more flexible, making labor dispatch an effective way to help enterprises adjust their economic structure and reform the employment system, fundamentally saving operating costs and improving economic benefits.

In order to reduce labor costs, some enterprises have laid off employees on a large scale in the name of labor dispatch. Labor dispatch also makes some enterprises reduce or not use fixed employees. For example, a high-tech enterprise in Jiading District of Shanghai has no personnel department and no longer opens pension accounts for employees. Enterprises only need to pay a certain fee to the talent service center, and all personnel work such as employee file keeping and social insurance will be handed over to the talent service center.

2.2.5 Lack of protection of the rights and interests of the three parties of labor dispatch. At present, anyone who is engaged in labor dispatch can generally do the following: labor dispatch agencies sign labor dispatch agreements with employers, labor contracts with some workers, and implement industry self-discipline norms. However, due to the overall imperfection of China's labor security legal system, there is no legal basis and rules to follow in the actual operation of labor dispatch, which leads to the following problems: first, the dispatch agencies have different practices in the content and standards of specific agreements; second, there are no solutions to some responsibility problems; and third, disputes cannot be solved. As a result, the rights and interests of labor dispatch agencies, employers and workers cannot be fully guaranteed. The specific question is:

(1) labor contract issues. (2) Participate in social insurance. (3) Policy convergence of cross-regional employment. (4) Other rights and interests of workers. 5] Controversial issues. 3 Policy Suggestions for Developing Labor Dispatch At present, China's labor dispatch is still in the primary stage of development, and its scale and quantity are still limited. From the demand point of view, it still has great development potential. Although labor dispatch is still in the primary stage of development, it has shown an important role in promoting employment in China. Labor dispatch plays an irreplaceable role in promoting the transformation of employment mechanism within the system, promoting the transformation of urban and rural employment structure, and regulating the supply and demand of the labor market. It can be said that in the future, as an important form of employment, labor dispatch will continue to play its special role. There are also some problems in the development of labor dispatch. Although part of it is the problem of irregular operation, the main problem is the imperfection of laws and regulations, and the lack of standardization and development guarantee of labor dispatch industry caused by the absence of * * * policy.

The following specific strategic steps should be implemented in stages: First, in the near future, by formulating departmental regulations, the labor dispatch industry will enjoy preferential policies to promote employment and become an important channel to promote employment placement. Secondly, within two years, we will work with the industry and commerce, taxation and other departments to formulate the Regulations on the Development Department of Labor Dispatch Industry, clarify the legal status of labor dispatch, and clarify the business qualifications of labor dispatch industry and related industrial and commercial and tax policies.

Third, in the process of establishing and perfecting relevant laws, it will take 5-6 years to standardize the labor dispatch industry. According to the above-mentioned basic ideas and strategic steps of developing labor dispatch industry, Put forward the following policy suggestions: 3. 1 encourage the development of a number of labor dispatch enterprises in a targeted manner 3. 1. 1 develop a number of specialized labor dispatch contract companies 3. 1.2 develop a number of large-scale chain-operated labor dispatch enterprises 3. 1 3. Encourage the development of diversified labor dispatch organizations 3.2. Support a group of public welfare labor dispatch organizations. According to specific conditions, in areas with real market, developing public welfare labor dispatch organizations can be regarded as an effective way to promote laid-off workers to leave the center for re-employment, absorb employees from bankrupt enterprises and enjoy corresponding preferential policies.

3.2. 1 stipulates the conditions for the identification of public welfare labor dispatch enterprises. 3.2.2 Incorporate public welfare labor dispatch into the reemployment policy system and enjoy relevant policies. 3.3 Implement the labor dispatch license approval system-since the labor dispatch industry involves the labor rights and interests of employees, the establishment of labor dispatch must be approved by the labor security department, registered in the industrial and commercial department, and subject to the annual review system. -All localities should implement administrative licensing according to local conditions, control access thresholds, adhere to the principle of moderate competition, and reasonably control the number of labor dispatch agencies. -Set different registered capital requirements for labor dispatch companies with different business objects and business fields. -Unless specially approved, separate operations must be adhered to, and labor dispatch agencies shall not engage in labor contracting, labor intermediary and labor agency business at the same time. 3.4 Formulate relevant policies and regulations-formulate the tax system of labor dispatch industry. It is stipulated that the tax base is the income other than labor expenses deducted from the remuneration paid to workers, and a lower tax rate is implemented. -Formulate the industrial and commercial registration categories of labor dispatch enterprises as soon as possible, and define their legal entities. -With regard to the taxation of labor dispatch companies, the existing social insurance payment system and procedures should be improved, and social insurance agencies should issue formal payment vouchers to dispatch companies. 3.5 clarify the responsibilities and rights of the three parties in the labor dispatch regulations. Labor dispatch is a special form of employment, employment and management, which conflicts with the traditional labor market operation and management mode. Therefore, there are certain institutional restrictions on labor dispatch, such as the industries and types of work that labor dispatch workers can engage in, and the conditions for employers to use labor dispatch workers. However, labor dispatch is also a normal phenomenon in the labor market, and too much regulation is not conducive to its development.

—— To engage in labor dispatch, the labor dispatch agency must sign a labor dispatch agreement with the employing unit, and the agreement must specify the composition of labor fees, payment methods and other contents involving the rights and interests of workers. -Labor dispatch enterprises must sign labor contracts with laborers, stipulating the responsibilities and rights of both parties. After the expiration of the labor contract, the labor contract shall not be terminated with the employee within the minimum period. -The employing unit must sign a labor service agreement with the laborer. People who use the same labor service for a certain period of time must be converted into regular workers. -To study and formulate posts and types of work that can use labor dispatch workers. 3.6 Adopt a flexible social insurance policy for labor dispatch employees. With the liberalization of the labor market, the differentiated policies for different forms of employment have had an important impact on labor dispatch. The higher the degree of protection of formal employment by labor legislation, labor system and policies, the lower the degree of protection of informal employment, and the higher the demand for labor dispatch. Therefore, we advocate a flexible social insurance policy for labor dispatch employees.

Labor dispatch enterprises must pay social insurance premiums for workers. Regular employees pay fees normally, and temporary labor dispatch personnel pay fees with reference to other regulations. In view of the situation of migrant workers, we should actively promote the establishment of a unified national social insurance account.

3.7 Strengthen labor security supervision of labor dispatch to safeguard the legitimate rights and interests of workers. The labor security supervision objects of labor dispatch include dispatching companies and units (including families) that use dispatched personnel. In view of the fact that there are many domestic service points and the existing means of labor protection supervision are not enough, we can consider training the specialized managers and supervisors of labor dispatch companies in labor laws and policies, so that they can participate in the supervision function and safeguard the legitimate rights and interests of workers. (Zhang Libin)

China Net 65438+February 28, 2004

What is the labor dispatch? To put it simply, labor dispatch means that you are not a formal employee of the employer, your labor contract is signed with the labor dispatch company, and you are from the labor dispatch company, but you are "dispatched" to work in the employer.

Using this form of employment, employers can avoid many legal risks and employment risks, while dispatching companies can collect management fees for free. It is not clear who is the real employer. When something goes wrong, the two sides pass the buck and no one is responsible. To put it bluntly, employers and dispatching companies are in cahoots, taking what they need and profiting from it, which is very unfavorable to workers.

Even if you are lucky enough to meet a formal labor dispatch, what you do is the lowest level and will never be included in the promotion scope. Besides, they have plenty of ways to make your service cycle, and you definitely don't want to sign a ten-year open-ended labor contract.

What is labor dispatch? Is it a formal recruitment? A labor dispatch company means that an employee signs a labor contract with a labor service company, and the labor service company sends you to the employer, but there is no labor relationship with the employer.

The only advantage is that you won't worry about not finding a job and you won't be fined at will. If there is a business failure, there will be a labor service company to compensate your losses. Termination of employment relationship with two companies.