What kind of responsibility can a property management company pursue when it hires an elderly person over 55 without a work permit as a security guard?

It is not appropriate for a legally operated property management company to employ an elderly person over 55 who has no safety qualification certificate as a security guard. If there is a public security problem, the old security guard can't be held accountable. This is because the property company violated the rules first, knowing that the 55-year-old man had no security qualification certificate and arranged his work. In this case, the breaching party should take full responsibility.

Male employees may not reach retirement age, but if they are female employees, they belong to retirees, not labor relations. The relevant rights and obligations of both parties shall be stipulated in the employment contract.

1.50 Employees over the age of 50 can only sign labor contracts.

2. When hiring personnel, as long as both parties reach an agreement, it is forbidden to violate the law.

The law does not prohibit people aged 50 from working, and the elderly can continue to work as long as they are healthy and do not go against their wishes.

4. As long as it is a normal employee's employment, it is not illegal or illegal, then it is not illegal.

Extended data:

People's Republic of China (PRC) (China) Labor Contract Law

Article 11? If the employer fails to conclude a written labor contract at the same time of employment, and the labor remuneration agreed with the employee is not clear, the labor remuneration of the newly hired employee shall be implemented in accordance with the standards agreed in the collective contract; If there is no collective contract or there is no agreement in the collective contract, equal pay for equal work shall be implemented.

Article 12? Labor contracts are divided into fixed-term labor contracts, non-fixed-term labor contracts and labor contracts with the completion of certain tasks as the term.

Article 13 A fixed-term labor contract refers to a labor contract in which the employer and the employee agree on the termination time of the contract.

The employer and the employee may conclude a fixed-term labor contract through consultation.

Article 14 An open-ended labor contract refers to a labor contract in which the employer and the employee agree that there is no fixed termination time.

The employer and the employee may conclude an open-ended labor contract through consultation. Under any of the following circumstances, if an employee proposes or agrees to renew or conclude a labor contract, an open-ended labor contract shall be concluded in addition to the employee's proposal to conclude a fixed-term labor contract:

(1) The laborer has worked in the employing unit continuously for ten years;

(2) When the employing unit implements the labor contract system for the first time or the state-owned enterprise is restructured and re-concludes the labor contract, the employee has worked in the employing unit continuously for ten years and is less than ten years away from the statutory retirement age;

(3) two consecutive fixed-term labor contracts have been concluded, and the employee does not have the provisions of Article 39 of this Law? What about Article 40? The labor contract is renewed under the circumstances specified in the first and second paragraphs.

If the employer fails to conclude a written labor contract with the employee within one year from the date of employment, it shall be deemed that the employer has concluded an open-ended labor contract with the employee.

Baidu Encyclopedia-People's Republic of China (PRC) Labor Contract Law