Relevant provisions on the recruitment of temporary workers in administrative institutions

Legal analysis: the human and social departments are responsible for the guidance and supervision of recruitment, and the employer is responsible for the specific implementation. Temporary staff should, in principle, be deployed from local public welfare posts and personnel of Guangji Center. Those who cannot be deployed from the above-mentioned personnel can be openly recruited for the society. For those who need security, cleaning, greening, canteens, etc., in principle, they should purchase services or property management from qualified units and implement socialized services; Temporary employees should not be employed.

Legal basis: People's Republic of China (PRC) Labor Contract Law.

Article 3 The conclusion of a labor contract shall follow the principles of legality, fairness, equality, voluntariness, consensus through consultation, honesty and credibility. The labor contract concluded according to law is binding, and the employer and the employee shall perform the obligations stipulated in the labor contract.

Article 10 To establish labor relations, a written labor contract shall be concluded. If a labor relationship has been established and a written labor contract has not been concluded at the same time, a written labor contract shall be concluded within one month from the date of employment. If the employer and the employee conclude a labor contract before employment, the labor relationship shall be established from the date of employment.

Article 36 The employing unit and the employee may terminate the labor contract through consultation.