Is Hisense staff formally established?

Hisense employees were formally established.

Hisense employees are divided into two categories: formal establishment and informal establishment, as follows:

1. Officially established employees refer to employees who have passed the examination and signed labor contracts in accordance with relevant state regulations and enjoy social insurance and welfare benefits in accordance with state regulations;

2. Non-regular employees refer to employees who have not been hired by examination, signed labor contracts, and have not enjoyed social insurance and welfare benefits in accordance with state regulations, including temporary workers, interns and part-time employees.

The benefits of Hisense Group are as follows:

1. Salary: Hisense Group formulates corresponding salary standards according to factors such as working years, job grades and performance of employees. Employees can also enjoy corresponding salary adjustment when they are promoted or transferred within the company;

2. Social insurance: Hisense Group provides employees with a complete social insurance system, including medical insurance, work injury insurance, unemployment insurance, maternity insurance and endowment insurance.

3. Holiday benefits: employees can enjoy statutory holidays and holiday benefits such as paid annual leave, sick leave, family leave and wedding leave stipulated by the company;

4. Training opportunities: Hisense Group pays attention to employees' career development and ability improvement, and provides employees with various training and learning opportunities such as internal training, career planning and external training;

5. Other benefits: Hisense Group also provides some other benefits for employees, such as employee travel, holiday condolences, health checkups, housing subsidies, etc.

To sum up, different positions and ranks enjoy different welfare benefits. If you are an employee of Hisense, it is recommended that you understand the relevant regulations and policies within the company so as to better enjoy the corresponding benefits and treatment.

Legal basis:

Article 16 of People's Republic of China (PRC) Labor Contract Law

A labor contract shall be reached through consultation between the employer and the employee, and shall come into effect after the text of the labor contract is signed or sealed by the employer and the employee. The text of the labor contract is held by the employer and the employee respectively.

Article 17

A labor contract shall have the following clauses:

(a) the name, domicile and legal representative or principal responsible person of the employing unit;

(2) The name and address of the laborer and the number of the resident identity card or other valid identity documents;

(3) The term of the labor contract;

(4) Work content and work place;

(five) working hours and rest and vacation;

(6) Labor remuneration;

(7) Social insurance;

(eight) labor protection, working conditions and occupational hazard protection;

(nine) other matters that should be included in the labor contract as stipulated by laws and regulations.

In addition to the necessary provisions stipulated in the preceding paragraph, the employer and the employee may agree on probation, training, confidentiality, supplementary insurance and welfare benefits.