How to solve the problem that the file is inconsistent with the real age

I. Business consultation

Understand the cooperation intention of both parties, confirm the legal qualifications, and understand the basic information and requirements of both companies;

Second, analysis and investigation.

(Ministry of Commerce) Analyze the actual working environment, post and salary according to the requirements put forward by the employer.

1, have relevant professional qualifications, and handle relevant certificates and employment procedures.

2. Employment age and gender requirements.

3. Physical requirements.

4. High academic level, high technical level and good working attitude.

5. Working environment.

Third, put forward the dispatching plan.

According to the requirements of the employer and the existing situation, formulate the labor dispatch plan.

Formulation by the Ministry of Commerce: Business Consultation (Business Development of the Ministry of Commerce) When the customer requests to put forward the dispatching plan, the two parties negotiate the plan, sign the dispatching contract, organize and implement the service management field trip, and determine the dispatching modification plan. The dispatched enterprise shall provide the following qualifications:

1. Copy of the business license of the enterprise.

2. Copy of enterprise tax registration certificate.

3. Copy of enterprise organization code certificate.

The following documents are required for dispatching employees:

1. Copy of employee ID card.

2. The employee's hukou home page and personal page.

3. Education certificate, unemployment certificate and endowment insurance manual.

4. Sign a labor contract.

5. Formulate relevant social security policies and conduct social research.

Fourth, the negotiation plan

Both parties negotiate to determine the contents of the labor dispatch plan, and modify and improve the dispatch plan on the premise of legal employment;

Verb (abbreviation of verb) sign a labor dispatch contract

Clarify the rights and obligations of both parties, distinguish legal rights and responsibilities, and sign labor dispatch contracts in accordance with relevant laws and regulations;

Implementation of intransitive verbs, organization of personnel and provision of services

Organize the recruitment of dispatched employees, sign labor contracts with employees (human resources administration department and customer department, strictly implement the provisions of the labor dispatch contract; And provide dispatching services for employers. Sign the labor dispatch approval form with the employer.

Seven, service management

Recruitment, physical examination, employment, archives, training (safety education, rules and regulations, technical business, etc.). ), attendance, salary, insurance, performance, resignation, etc.

1, file management, establishment of human resources database, personnel increase and decrease report;

2. Conduct factory management pre-job training, explain the basic situation of the employer, and then match and dispatch to the factory according to the requirements of both parties;

3. Resident teachers and employers need to provide employment registration forms and send them to the personnel department to establish human database management and handle enrollment plans.

4. Incorporate the safety management of labor dispatch personnel into the category of safety management, and strengthen the safety training, inspection, supervision and management of labor dispatch personnel.

Eight, daily management

It is jointly managed by the permanent representative and the employing unit. Submit new dispatch notice and labor attendance sheet, etc.

Nine, dispatched personnel dismissal management

1. If the employee resigns voluntarily, the dispatched employee shall submit an application for resignation to the dispatching company one month in advance, and the dispatching company shall sign a dismissal agreement after consultation with the employing unit, settle the salary, terminate the labor contract relationship or reschedule the employment.

Dismissal process:

(1) First, the resignee submits his resignation letter to the customer service specialist (resident teacher) of the dispatching company and the employing unit.

(2) After the employment of the dispatching company is invalid, it shall be examined and approved by the relevant procedures of the dispatching company (signed by the HR Commissioner, supervisor and manager) and the employer.

(3) Check working hours, settle wages and terminate labor relations.

(4) The personnel archivist handles the transfer of the human resource database.

(5) Resignation applicants need to submit salary power of attorney (signature and hand model, copy of ID card and bank card, etc.). ), pay their remaining wages and pay a return visit.

2. If the dispatched employee does not meet the requirements of the employing unit or the dispatched employee violates laws and regulations, the employing unit shall propose to the dispatching company to terminate the dispatched employment relationship, replace the dispatched employee or negotiate to terminate the dispatched employment agreement, and sign the personnel replacement approval form in the labor dispatch post to settle the relevant wages and expenses. Then the dispatching company terminates the labor employment relationship with the dispatched employee.

3. After the expiration of the labor contract, the employing unit shall go through the relevant notification procedures 30 days in advance, and if the labor contract is not renewed, the labor dispatch unit shall go through the formalities of terminating the labor contract according to the Notice of Termination of Dispatching Relationship.

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 4 The employing unit shall establish and improve labor rules and regulations according to law, so as to ensure that laborers enjoy labor rights and perform labor obligations.

When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing.

In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation.

The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers.

Article 5 The labor administrative department of the people's government at or above the county level shall, jointly with the representatives of trade unions and enterprises, establish and improve the tripartite mechanism for coordinating labor relations and jointly study and solve major problems in labor relations.

Article 6 Trade unions shall help and guide laborers to conclude and perform labor contracts with employers according to law, and establish a collective consultation mechanism with employers to safeguard the legitimate rights and interests of laborers.