On-the-job and statutory holidays rest of employees compiled by the logistics department of public institutions (schools) ~

This place has its own rules, which are very different. I found some for your reference. It is best to consult the local education administrative department.

Interim Measures for the Employment and Management of Non-staff Employees

Chapter I General Provisions

First, deepen the reform of the school personnel system and standardize the behavior of employing people. In order to protect the legitimate rights and interests of schools and employees, these measures are formulated in accordance with the national labor law, labor contract law and laws and regulations related to labor and personnel, combined with the actual situation of our school.

Article 2 Definition of supernumerary employees (hereinafter referred to as employees).

Supernumerary employment refers to the teaching staff, managers and workers who are urgently needed by the school according to the needs of the post, are not within the staffing approved by the personnel department, do not need to be audited by the education administrative department and approved by the personnel administrative department, do not go through formal recruitment procedures, and their wages are paid by the school's own funds and openly recruited for the society. Among them, teachers are divided into contract teachers and substitute teachers.

The third guiding ideology. Adhere to the principle of "setting posts according to needs, controlling the number of posts, open recruitment, strict examination, employment according to law, contract management, and remuneration according to work", make great efforts to promote the school employment (appointment) system and post management contract system, gradually establish an employment system that combines internal personnel with external personnel, and complements fixed personnel with floating personnel, and strive to form a vibrant and energetic employment pattern in which personnel can enter and leave, posts can be promoted and salaries can be reduced. Realize the transformation of school personnel work and management from identity management to post management, from simple administrative management to legal management, from administrative dependence to equal personnel subject, and from national employment to independent employment of schools.

Article 4 Once an employee is hired, he becomes a faculty member of the school. While working in the school, enjoy the same political treatment as regular employees and participate in relevant meetings, assemblies and activities of the school; Enjoy the same right to participate in professional and technical post evaluation and selection of advanced and outstanding; The right to enjoy labor remuneration and rest and vacation; Those who meet the requirements can go through the formalities of joining the trade union and enjoy the rights and interests of the trade union members of the school; The personal rights and economic property rights of employees are protected by laws and schools.

Article 5 Employees shall abide by professional ethics, labor discipline and relevant school management systems, strive to complete their work tasks, improve their professional skills, and implement safety production rules and regulations.

Article 6 Contract management shall be implemented. Schools sign employment contracts or labor contracts with employees, establish and improve rules and regulations according to law, and protect the rights and obligations of employees.

Article 7 These Interim Measures are only applicable to supernumerary employees.

Chapter II Organizational Structure

Article 8 Hiring supernumerary personnel is an important task for schools to strengthen the construction of teachers and promote the reform of personnel system. The school strengthens its leadership in this work.

Article 9 A school shall set up an enrollment office to be responsible for the daily enrollment work. The school leaders in charge of personnel work concurrently serve as the director of the recruitment office, the director of the school office, the deputy director in charge of personnel work and the supervisor concurrently serve as the deputy director of the recruitment office.

Article 10 Duties of the Conscription Office

(a) to formulate supernumerary employment positions and positions, and according to the needs of school work, job responsibilities, wage standards, reported to the school affairs meeting for research and decision.

(two) in accordance with the open system of school affairs, announced the employment system and the number of posts decided by the school, released all kinds of information in the recruitment work, and accepted the supervision of the teaching staff.

(III) Organizing registration, examination, interview, assessment and inspection, writing comprehensive materials for hiring personnel, proposing candidates, clarifying job responsibilities, proposing salary and treatment standards and other suggestions, and submitting them to the school affairs meeting for study and decision.

(4) Negotiating the contents of the contract with the employed personnel and drafting the employment contract. Assist the principal to sign the employment contract with the employed staff.

(5) Do a good job in handling personnel disputes. Deal with all kinds of problems in hiring personnel in a timely manner, resolve contradictions in a timely manner, and handle and adjudicate disputes fairly and reasonably.

(six) to assist the hiring department (department) in the management, inspection and evaluation of the performance of the employed personnel, and to put forward suggestions for renewal or dismissal.

(seven) to guide the employment department (department) to establish the personnel files and business files of the employed personnel.

(eight) to inspect and supervise the implementation of the wages and benefits of the employed personnel.

(9) Continuously study and establish a management system suitable for hiring personnel, continuously improve management methods, and gradually establish a relatively stable team of hiring personnel.

Chapter III Employment

Eleventh school recruitment adhere to the following principles:

(a) the principle of individual recommendation and collective research decision.

(2) Set responsibilities first and select people according to their posts.

(three) the principle of using according to law, standardizing procedures and open selection.

(four) according to the employment conditions of teaching staff, managers and workers, adhere to the principle of conditional employment.

(five) adhere to the principle of equality, voluntariness and consensus between schools and employees.

Article 12 Employment conditions of personnel:

(1) Abide by national laws and regulations and perform well in political thought.

(two) love education, with good professional ethics.

(3) Having the ability to perform post responsibilities.

(4) Being healthy and able to work normally.

(five) education, age and professional qualifications meet the requirements of job responsibilities, including:

1, teaching staff (refers to professional teachers and professional practice instructors)

① Education: Bachelor degree or above. Age: Generally, it is required to be under 40, and the first-time job seeker is under 30. Special and urgently needed talents or senior titles can be appropriately relaxed.

② Certificate: having corresponding teacher qualification certificate or corresponding professional qualification certificate. Putonghua: Putonghua teachers have reached Grade B and above, Chinese teachers have reached Grade A and above, and other teachers have reached Grade B and above.

2. Management personnel

Education: High school (technical secondary school) or above, under 40 years old, and under 30 years old when applying for a job for the first time. Management experience is preferred.

3. Ground crew

Skilled workers: technical secondary school degree or above, under the age of 40, with the qualification certificate and ability to engage in this technical work. Working experience is preferred.

Ordinary workers: junior high school education or above, under 45 years old. Working experience is preferred.

Article 13 General procedures for employment.

(a) department (office) room to apply for employment, signed by the leaders in charge of the school and the principal, sent to the recruitment office.

(2) According to the decision of the school affairs meeting, the Admissions Office will publish the information of employers (workers) and be responsible for organizing the registration.

(3) The recruitment and employment departments are responsible for organizing examinations, interviews, assessments and inspections (workers are exempt from examinations), proposing candidates and submitting them to the school affairs meeting for examination and approval.

(4) The recruitment office shall assist the employing department to sign an Employment Contract or a Labor Contract with the employing personnel in the name of the school.

Chapter IV Employment Contract and Management

Article 14 A contract is an agreement between a school and its employees to establish labor relations and clarify the rights and obligations of both parties. When the contract is terminated or dissolved, the labor relationship between the two parties is dissolved.

Article 15 A contract shall come into effect after being signed by the legal representative of the school and the employees. Contract documents are formulated by the Employment Office in accordance with national laws, regulations and policies, school labor discipline and other management systems, in which teachers and managers refer to the sample employment contract of the Provincial Personnel Department and workers refer to the sample labor contract of the Labor Department. The employment contract shall include the following contents:

(1) Job post, job responsibilities and job performance requirements;

(2) Labor protection, working conditions and labor discipline;

(three) to participate in the evaluation of professional and technical positions, employment conditions, wages and benefits;

(4) Term of employment;

(5) Conditions for alteration, rescission or termination of the contract and liabilities for breach of contract;

(6) Other matters agreed by both parties through consultation.

Article 16 Term of labor contract. Non-staff contract teachers are employed once a year, with a probation period of 2 months, and the internship period of recent college graduates is one year (including the probation period); Substitute teachers, managers and workers are employed for half a year, with a probation period of 1 month.

During the probation period, those found unqualified will be dismissed at any time. During the employment period, those who violate laws and regulations or seriously violate school rules and disciplines and meet the relevant conditions shall be dismissed or expelled. When the employment contract expires, it can be renewed through consultation between both parties.

Seventeenth the implementation of contract management. The employment department (department) is responsible for the use, management and assessment of the employed personnel according to the contract, and is responsible for establishing the personnel files and business files of the employed personnel according to the regulations.

Chapter V Wages and Welfare

Article 18 Composition of wages

The salary of the employed personnel shall not be lower than the corresponding minimum wage standard in Chenzhou in that year, and the salary shall be determined according to the size of post responsibility, the difficulty of work and the technical level. Teachers' salaries are composed of wages and class allowances for similar fixed workers at the same level; The wages of other personnel are composed of rated wages and overtime wages.

Nineteenth teachers (teaching, internship guidance) salary, according to the professional and technical level and ability of different teaching posts and employees to determine:

(a) salaries and other benefits of teachers employed under the supernumerary contract system

Teachers whose teaching workload is above 10 section/week and whose contract stipulates (signing formal employment contract with the school) that they have worked in the school for more than 1 year are determined to be employed by supernumerary contract system.

1, salary

On the basis of compiling teachers' salaries at the same level and in a similar way, it is calculated according to the following proportion, namely:

Payable salary = salary of teachers at the same level and in the same establishment * *%

Teaching experience in our school

learn on the job

1 year

2 years

3 years

4 years

5 years

6 years old and above

Reserve bill

real income

Proportion of counting and issuing

70%

75%

80%

85%

90%

95%

100%

probation period

two months

2. Class allowance

In line with the provisions of the "Chenzhou Normal School Staff Class Allowance and Overtime Allowance Program".

3. Allowances for class teachers, examination papers, invigilation and marking are treated equally with teachers in the school establishment.

4. Pay 80% of the above salary payable during the probation period, and pay the class allowance according to the above standard. After passing the probation period, make up the salary payable during the probation period.

Salaries and other benefits of substitute teachers

Teachers (including retired teachers) whose workload is less than 10 class/week and who have agreed to work in the school for less than half a year are identified as substitute teachers.

Substitute teachers only determine their own treatment according to the actual class and other related workload:

1. Substitute fee: 20 yuan/section with deputy senior title or above; Intermediate title 17 yuan/Section; Below junior professional title 15 yuan/subject. Substitute fees for special majors or courses can rise by 20%-80%.

2. After-school Counseling: 10 yuan/Festival.

3. Allowances for class teachers, examination papers, invigilation and marking are treated equally with teachers in the school establishment.

(3) The above-mentioned teachers' basic salary rises, class allowance and substitute fees rise, etc. After the proposal is put forward by the Academic Affairs Office, it shall be submitted to the competent vice president for joint examination and approval by the principal.

Twentieth special professional and technical post personnel salary

Special professional and technical post personnel refer to professionals employed in professional and technical posts that are in short supply or urgent need in schools. With reference to the salary and welfare benefits of non-staff contract teachers, the school and the employed personnel shall separately agree on the salary and welfare standards.

Article 21 Wages of managers and workers

Managers refer to people engaged in administrative affairs management, such as office officers, computer room administrators, student life counselors, etc.

Workers are divided into general technical posts and special technical posts. General technical posts refer to junior plumbers, carpenters, cleaners, security guards, etc. Special technical post personnel refer to chefs, senior hydropower engineers, technicians, typists, and auxiliary post personnel with intermediate or above titles.

Salaries of managers and workers are as follows: (unit: yuan/month)

position

basic wage

Post salary

overtime wage

Reserve bill

probation period

formal

worker

diligent

mankind

member

administrator

380

480

120

20 yuan every day

1. Overtime: refers to the completion of related post work on weekends and holidays.

2. Probation period 1 month.

First delivery before noon

320

420

100

Special post

560

680

180-520

Article 22 Welfare and other benefits

(a) supernumerary contract system to hire teachers:

1. The school subsidizes the water and electricity fees according to the standards of employees in the establishment.

2. The school provides working rooms under the premise that conditions permit, and the rent standard is the same as that of the staff in the establishment.

3. Other administrative benefits of the school shall be enjoyed by half of the staffing standards.

4. According to the needs of the work and my ability, I can take a part-time job with the consent of the recruitment leading organization, and the school will issue part-time salary (the part-time position and welfare benefits are agreed in the contract).

5. If the school meets the conditions of endowment insurance and has gone through the formalities of personnel agency in the competent personnel department, the school can assist in the formalities of endowment insurance, and the endowment insurance premium paid shall be implemented according to national policies.

6. During the winter and summer vacations and legal holidays, enjoy the salary in Item (1) of Article 19 of these Measures 1.

7. Those who meet the requirements and have gone through the formalities of joining the trade union shall enjoy the rights and interests of the school trade union members;

(2) Other employees

1, and enjoy the welfare benefits of Article 22 (1) 1 to Article 4 of these Measures.

2. During the winter and summer vacations and legal holidays, wages and other benefits are only paid according to the actual working hours and corresponding standards.

Twenty-third temporary employment (that is, to complete a certain task within a period of time, or to be paid by the hour) shall be reported by the engineering department (room) to the leader of the competent school for approval, and an oral agreement shall be made with both parties to clarify the work tasks, labor remuneration and settlement payment methods.

Twenty-fourth wages, allowances and other settlement and payment methods, in accordance with the procedures prescribed by the school.

Chapter VI Relevant Provisions

Twenty-fifth departments (departments) rooms, departments to hire supernumerary personnel, should be strictly in accordance with the provisions of these measures. It is strictly forbidden to use people in violation of regulations. Otherwise, the person in charge of recruitment will be responsible, and the school will not bear joint responsibility.

Article 26 When national laws, regulations or policies make macro-control or major changes to vocational education, or encounter force majeure and other factors, the school and the employed personnel can coordinate to dissolve the labor relationship, or change the agreement and sign another agreement.

Chapter VII Supplementary Provisions

Twenty-seventh the Interim Measures shall be interpreted by the principal's office.

Twenty-eighth the Interim Measures shall be implemented as of September 6, 2009.