Measures for the administration of labor dispatch workers?

The management method of labor dispatch workers is very important. The original intention of the method is to solve possible problems in practice, and every detail is very important. Zhong Da Consulting will explain the management measures for labor dispatch workers.

Chapter I General Provisions Article 1 In order to strengthen the company's management of dispatched employees, safeguard the vital interests of dispatched employees, better serve the entrusted dispatching units, establish a harmonious labor-employment relationship, and legalize, standardize and institutionalize labor dispatch, this system is formulated in accordance with the Labor Contract Law of People's Republic of China (PRC), the Measures for the Implementation of Administrative License for Labor Dispatch and relevant laws, regulations, rules and policies.

Article 2 The company mentioned in this system refers to * * * * * Limited by Share Ltd (hereinafter referred to as "the company"); The employing unit refers to the unit that concludes a written labor dispatch agreement with the company, entrusts the company to send employees to provide labor services, and pays the labor management fee to the company.

Article 3 The term "dispatched employees" as mentioned in this system refers to employees who have established labor relations and signed labor contracts with our company, and the company manages personnel relations, employee files, wages and benefits, pays social insurance premiums, and obeys the company's dispatch to designated employers to do corresponding work.

Article 4 This system is applicable to the company and its subsidiaries, holding subsidiaries and shareholding subsidiaries that have actual control rights.

The applicable personnel of these Measures refer to all dispatched personnel sent by the employing unit to the employing unit.

Chapter II Recruitment and Employment Article 5 Recruitment Principles 1. Adhere to the principle of facing the society and fair competition; 2. Adhere to the principle of comprehensive assessment and merit-based employment; 3. Adhere to the principle of meeting supply and demand and two-way choice;

4. Adhere to the principle of unified recruitment and unified dispatch.

Article 6 Recruitment Requirements 1. Have good moral quality, good health and can adapt to the needs of work; 2. Have academic qualifications, majors, technologies, skills, work experience and experience that are compatible with the job requirements of the employer; 3. Meet other requirements of the company's recruitment position.

Article 7 The company shall, according to the requirements and standards of the employing unit, be responsible for making recruitment plans and recruitment examinations, handling recruitment procedures, qualification examination and dispatch, and assisting the employing unit in the registration and physical examination of candidates.

Chapter III Management of Labor Contracts Article 8 The principles of equality, voluntariness, consensus through consultation, honesty and credibility shall be followed in concluding, modifying and renewing labor contracts.

Article 9 The company is responsible for handling the relevant procedures of employee labor contracts, and the employing unit is responsible for the daily management of employees.

Article 10 A labor contract shall be concluded in writing in duplicate, with the same legal effect. The model labor contract shall be uniformly printed by the company.

Article 11 A company shall conclude a written labor contract with its employees within one month from the date of employment.

Article 12 According to the production (work) needs of the company, it is determined to conclude a fixed-term labor contract with employees for more than two years. Article 13 The probation period system shall be implemented for those who accept the company's dispatch for the first time. The probation period is included in the labor contract. If the term of the labor contract is more than two years but less than three years, the probation period shall not exceed two months; If the term of the labor contract is more than three years, the probation period shall not exceed six months.

Article 14 The dispatched employees shall participate in the on-the-job training organized by the employing unit in accordance with the regulations of the employing unit, and can only take up their posts after meeting the on-the-job requirements of the employing unit. The company assists the employer in training the dispatched employees in safety and operating procedures required for their work.

Article 15 After the termination of the labor contract, the written labor contract may be renewed due to the production or business needs of the company through consultation between the company and the employees. The term and work content of renewing the labor contract shall be determined by both parties through consultation.

Article 16 An employee who resigns voluntarily shall submit a written application to the company 30 days in advance. The resignation formalities can only be handled after the company and the employer agree through consultation.

Article 17 If an employee is under any of the following circumstances, the company may terminate the labor contract at any time, and investigate the relevant economic and legal responsibilities according to the circumstances:

1. Violating relevant national laws and administrative regulations, seriously affecting social order, being punished by administrative and judicial departments or being investigated for criminal responsibility; 2. Engaging in various production, business and financial activities in the name of the employer without permission, and engaging in a second occupation without authorization, which damages the reputation of the employer; 3 because of personal behavior, in violation of operating rules, causing economic disputes, was disclosed by the news media, resulting in social impact; 4. Revealing the business secrets and important information of the employer (the Company has the right to sue the leaker and the other party); 5. It is proved that it does not meet the employment conditions during the probation period; 6. Serious violation of labor discipline or relevant rules and regulations of the company or the employing unit; 7. The employee refuses to obey the post adjustment and work arrangement of the employer; 8. Continuous absenteeism for more than days or accumulated absenteeism for more than days throughout the year; 9. Corruption, misappropriation of public funds or stealing electricity, abuse of power for personal gain;

10. Violation of operating rules and regulations, etc. , causing personal, equipment or power grid accidents (accident standards shall be implemented in accordance with the relevant provisions of the state and industry); 1 1. Establishing labor relations with other employers without the company's consent, which seriously affects the completion of the work task in the form of employment, or refuses to correct it after the company puts forward it; 12. Other serious dereliction of duty, graft, causing great damage to the company or the employing unit; 13. concealing true identity, education, grades or other information; 14. The annual performance appraisal of employees is unqualified; Article 18 Under any of the following circumstances, the company may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:

1. Unable to do the job, and still unable to do the job after training or post adjustment; 2. Due to illness or non-work-related injury, he can't engage in the original work after the prescribed medical treatment period expires, nor can he engage in other work arranged by the employer; 3. Significant changes have taken place in the objective circumstances on which the labor contract was concluded, which made it impossible to perform the labor contract, and no agreement was reached on changing the contents of the labor contract after consultation with the workers.

Chapter IV Post Change Article 19 The employing unit may change the post and work place of the dispatched employee after consultation with the company and with the consent of the dispatched employee.

Article 20 The employing unit may, according to the needs of production, adjust the positions of employees in the same position sequence.

Chapter V Labor Discipline

Article 21 employees should consciously abide by the rules and regulations of the company and the employing unit.

Go to work according to the specified time, don't be late and leave early, and obey the work arrangement of the company or the employer.

Twenty-second employees in any of the following circumstances, as absenteeism:

1. Failing to accept or complete the task without justifiable reasons; 2. Being late or leaving early without reason will be treated as absenteeism days per month; 3. AWOL during working hours or AWOL without approval; 4. Failing to go through the leave formalities according to regulations or the leave formalities are incomplete.

Chapter VI Labor Remuneration and Welfare Article 23 The company shall, according to the production and operation characteristics and economic benefits of the company and referring to the local labor market price, determine the wage distribution mode and wage level, but it shall not be lower than the minimum wage standard in the place where the labor contract is performed.

Article 24 The wages of workers during the probation period shall be 80% of the wages agreed in the contract, but shall not be lower than the minimum wage in the place where the labor contract is performed.

Article 25 The Company shall pay the employees labor remuneration on a monthly basis. During the period when the company fails to arrange the dispatched employees to work, it shall pay the dispatched employees monthly according to the minimum wage standard stipulated by the local people's government.

Article 26 During the labor dispatch period, the company shall conduct monthly and annual performance appraisal for the dispatched employees. The monthly assessment focuses on the completion of a certain workload and attendance, and the assessment results are linked to the labor remuneration of the month; The annual assessment is mainly based on the individual's work ability, work contribution, work performance, attendance and working years, and the assessment results are linked to the annual adjustment of labor remuneration. The specific assessment methods are formulated according to the different nature of each post.

Article 27 The wages of dispatched employees shall be paid by the company in accordance with the regulations, and the time of payment shall be.

Before the 28th of the following month, it can be postponed in case of holidays.

Article 28 If an employee is absent from work or commits other violations of law and discipline, the company will deduct the salary and treatment according to the law and relevant regulations of the company.

Article 29 The company and the employing unit shall provide employees with corresponding welfare benefits and distribute labor insurance articles according to national policies.

Thirtieth the wages of dispatched employees during medical treatment and the wages of female employees during pregnancy, childbirth and lactation shall be implemented in accordance with the relevant laws and regulations of the state and local governments.

Chapter VII Management of Social Insurance Article 31 The company implements the relevant state regulations on social insurance and pays various insurances for its employees according to law.

Thirty-second social insurance payment base according to the provisions of the local social security institutions, but shall not be lower than the local minimum payment base. The part paid by individual dispatched employees shall be withheld and remitted by the company.

Article 33 If the dispatched employee suffers work-related injuries during the dispatch period, the employer shall immediately notify the employer by telephone or in writing within 24 hours of the incident, and send the injured dispatched employee to the work-related injury treatment hospital for treatment in time.

Article 34 The company shall be responsible for the application for work-related injury identification and disability grade identification of dispatched employees. The employing unit and the employing unit shall actively cooperate to do a good job in the work-related injury treatment of the dispatched personnel, and properly handle it in accordance with the relevant national policies.

Article 35 After the expiration of the contract period of dispatched employees, the company is responsible for the transfer of social insurance relations and other procedures, and dispatched employees should actively assist.

Chapter VIII Working Hours and Rest and Vacation

Article 36 employees shall implement the working time standards stipulated by the state. Because of the production characteristics, special needs of work or the scope of responsibilities, it is impossible to calculate the standard working hours or need flexible work, and the flexible working system is adopted. Due to the special nature of the work, it is necessary to work continuously, and a comprehensive working hour system is implemented. Employees who implement the working system of irregular or comprehensive calculation of working hours should arrange their own work and rest time.

Article 37 Where overtime is required due to production (work), the employing unit shall, after consultation with the employees, determine overtime matters according to the overtime examination and approval procedures. When working overtime, the company or the employer shall arrange employees to take vacations. If it is impossible to arrange a vacation, overtime pay shall be paid in accordance with the provisions of the Labor Law.

Article 38 The attendance of dispatched employees shall be performed by the company.

Attendance of dispatched personnel includes: attendance, sick leave, being late, leaving early, absenteeism and other items.

Article 39 The dispatched personnel shall strictly implement the company's attendance system and arrive at their posts on time to complete related tasks. Fortieth dispatched employees shall enjoy the statutory holidays stipulated by the state according to law. Due to work needs, the employer may arrange overtime and shift work according to relevant state regulations. After overtime and shift work, the employer or company shall arrange a rest by rotation. If it is impossible to arrange time for the rest, the corresponding overtime pay shall be paid according to the regulations.

Chapter IX Performance Management Article 41 In order to establish an effective incentive and restraint mechanism, fully mobilize the enthusiasm and creativity of employees, and improve the performance of employees and the company, employees are evaluated for their performance.

Forty-second performance appraisal is divided into probation assessment, monthly (quarterly) assessment, annual assessment and special assessment.

Article 43 The employing unit is responsible for mastering the implementation and daily management of the employee's personal performance plan. The employing unit conducts a comprehensive and objective assessment of employees' work ability, work attitude and work performance according to the performance appraisal regulations every month (quarterly), and gives corresponding rewards and punishments according to the relevant regulations of the unit, and reports them to the company for filing.

Article 44 The grades of performance appraisal are divided into A (excellent), B (good), C (general), D (poor) and E (unqualified).

Article 45 The results of performance appraisal shall be used as the basis for the management of employee labor relations, training and development, performance pay, post adjustment, appraisal, professional title evaluation, post promotion and dismissal.

Chapter IX Vocational Skills Appraisal Article 46 In order to strengthen the construction of enterprise staff, promote the development of vocational skills and improve the quality of employees, the company organizes vocational skills appraisal for dispatched employees. The materials required for appraisal shall be collected by the company or the employer entrusted by the company.

Forty-seventh professional skill appraisal should strictly implement the relevant policies and regulations formulated by the higher authorities, adhere to the principle of objectivity and fairness, and carry out the work in a standardized and orderly manner.

Article 48 Vocational skills are divided into five grades: junior workers, intermediate workers, senior workers, technicians and senior technicians.

Article 49 As an important basis for the promotion of dispatched employees, the vocational qualification certificate is closely combined with the salary level, and the standard shall be implemented in accordance with the relevant regulations of the employing unit.

For more information about project/service/procurement bidding, and to improve the winning rate, please click on the bottom of official website Customer Service for free consultation:/#/? source=bdzd