How to understand temporary, auxiliary and alternative posts

Temporary, that is, the labor dispatch period shall not exceed 6 months, and all positions where the enterprise has employed for more than 6 months must use the official employees of the enterprise.

Auxiliary, that is, the position of labor dispatch workers must be the non-main business position of the enterprise. ?

Substitution means that when a regular employee temporarily leaves his job and cannot work, the labor dispatch company can send a person to temporarily replace him.

For example, a vegetable runner in a hotel asks for a few days off, and the personnel department recruits part-time hourly workers or agrees on a certain time, which can be regarded as temporary work. For example, a school teacher asks for maternity leave, the personnel department recruits a teacher to replace the original teacher, or agrees on a certain time or until the original teacher's maternity leave ends, which can be regarded as alternative work.

Extended data

Matters needing attention in the use of temporary, auxiliary and alternative posts

1. Temporary, auxiliary and alternative post employment is a supplementary form of employment, which can only be implemented in temporary, auxiliary and alternative posts. To engage in labor dispatch business, it is necessary to apply to the labor administrative department for administrative license according to law.

2. The employment of temporary, auxiliary and alternative positions involves three parties: employers, employers and employees. The three parties can jointly sign a labor dispatch agreement to clarify the rights and obligations of each party.

3. The employer may sign a labor contract with the employee for more than two years (the contract shall specify the employer to which the employee is dispatched, the dispatch period and the post, etc.). ), and sign a labor dispatch agreement with the employing unit. The agreement should stipulate the post to be dispatched, the dispatch period, the amount and payment method of labor remuneration and social insurance premiums, and the responsibility for violating the agreement.

In the above-mentioned corresponding contract or agreement, the employer shall stipulate the rights and obligations of all parties with the employer and the employee, especially how the employer and the employee should bear the responsibility when the employee is injured by the employer.

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